A REPORT

ON
“A STUDY ON EMPLOYEE SATISFACTION AT
PANTALOONS, ROODRAKSH MALL, GUWAHATI”

Submitted To:

School of Business
(Submitted in partial fulfilment of MBA curriculum of
The Assam Kaziranga University)

Submitted By:
Arpita Deb
Program: MBA
Enrolment No: SB22MBAGN023
Batch: 2022-2024
Pantaloons, Roodraksh Mall

Under the Guidance of:

Phunu Barua Dr. Govind P. Bhandari
(Department Manager) (Associate Professor)
(Company Supervisor) (Faculty Supervisor)
1
CONTENTS
CHAPTER. NO DESCRIPTIONS PAGE.NO
Declaration 3
Authorization 4
Acknowledgement 5
Certificate 6
Executive summary 7
Chapter-1 1.1 Introduction 8-9
1.2 About the Company 10-16
1.3 Review of Literature 17-18
1.4 Objectives of the Study 19
1.5 Research Methodology 20
1.6 Scope of the Study 21
1.7 Limitations 22
Chapter-2 2.1 Employee Satisfaction in Roodraksh 23-33
Mall, Guwahati
Chapter-3 3.1 Expectation of Employees in Roodraksh 34-37
Mall, Guwahati
Chapter-4 4.1 Findings 38
4.2 Suggestions 39
4.2 Conclusion 40
4.3 Bibliography 41
Questionnaire 42-44

2
DECLARATION
I hereby declare that this project worked titled on a report on “A study on Employee
Satisfaction at Pantaloons, Roodraksh Mall, Guwahati” was prepared by me during the year
2022-24 and was submitted for the partial fulfilment of the requirement for the award of the
Degree in Masters of Business Administration from The Assam Kaziranga University, Jorhat,
Assam.
This has been the result of my own efforts and not been submitted to any university before
for the award of any degree/other similar title or purpose.

Arpita Deb
MBA 3rd Semester
SB22MBAGN023

3
AUTHORIZATION

I, Miss. Arpita Deb, hereby declare that the project report entitled, “A STUDY ON
EMPLOYEE SATISFACTION AT PANTALOONS, ROODRAKSH MALL,
GUWAHATI”, is submitted in partial fulfillment of the requirement for the degree of
Masters of Business Administration (MBA) from THE ASSAM KAZIRANGA
UNIVERSITY, JORHAT, ASSAM, is a record of my own work carried out by myself
during the academic year 2022-2024, under the guidance of Dr. Govind P. Bhandari,
Associate Professor of School of Business (SOB), The Assam Kaziranga University.
The extent and the source of information are derived from the existing literature and have
been indicated through the project report at the appropriate places. The matter embodied,
either in the institute.

Arpita Deb
MBA 3rd Semester
SB22MBAGN023

4
ACKNOWLEDGEMENT

This project work serves an important part of the academic exercise of the students of MBA.
During the course of my project work a number of people have extended their whole hearted
support in various ways helping me to bring this project to completion.
At the very outset, I would like to extend my sincere gratitude to my institutional guide Dr.
Govind P. Bhandari, The Assam Kaziranga University, for his guidance throughout the
internship period.
I would also like to express my sincere thanks to my organizational guide Mr Amit Kumar
Das, Store Manager, Pantaloons Roodraksh Mall Guwahati for permitting me to carry out the
project work under his supreme guidance.
I would sincerely like to extend my gratitude to Ms. Mousumi Paul, HR at Pantaloons for
allowing me to handle this project and letting me gain such a knowledgeable experience,
whose support and guidance made this project possible.
Last but not the least, I would also like to convey my deepest gratitude to all my friends and
employees of Pantaloons, Roodraksh Mall Guwahati for their support and help during the
preparation of my project. I heartly thank everyone for their cooperation.

Thanking you,
Arpita Deb
SB22MBAGN023

5
CERTIFICATE

6
EXECUTIVE SUMMARY:

An internship is a professional learning experience that offers meaningful, practical work

related to a student's field of study or career interest. An internship gives a student the
opportunity for career exploration and development, and to learn new skills. It takes place
between 15 days and 12 months.
In my 3rd semester of MBA at The Assam Kaziranga University, I have done an internship
for two months. I did my internship in Pantaloons, Roodaksh Mall, Guwahati, Assam. And
my Project title was ‘’ A study on employee satisfaction at Pantaloons, Roodraksh Mall.’’
The project report throws a light on the satisfaction levels of employees of Pantaloons,
Roodraksh Mall.
A Pantaloon as a Retail Brands is one of the fast-growing players in the Indian retail industry
and offers a deep insight to the industry. Brands is one of the fast-growing players in the
Indian retail industry and offers a deep insight to the industry.
For the completion of this project report, a survey was conducted and for fulfillment of
questionnaire, there were 50 respondents and 13 set of questions were set for the respondents
who were the employees of Pantaloons,Roodraksh Mall. And, through these responses it
could be analysed about the satisfaction level of the employees at Pantaloons, Roodraksh
Mall. The Primary data was collected through the questionnaires and secondary data was
collected through the websites.
Name of the Organization - Pantaloons, Roodraksh Mall
Address of the Organization - Bhangaghar, Guwahati, Assam
E-mail - [email protected]

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 CHAPTER-1

1.1INTRODUCTION:
Employee Satisfaction- Employee satisfaction has become one of the critical issues in total
quality management. Numerous studies investigate the antecedences and consequences of the
construct. It has been found that employee satisfaction drives productivity and customer
satisfaction. In order to better understand the drivers of employee satisfaction, the authors
investigate whether Kano's model of customer satisfaction also applies to employee
satisfaction. Kano's model distinguishes three categories of factors that have a different
impact on the formation of customer satisfaction: basic factors (dissatisfiers), excitement
factors (satisfiers) and performance factors (hybrid factors). In the first part of the paper, the
authors review the literature on Kano's model of customer satisfaction. Next, they discuss
whether and how it applies to employee satisfaction. The authors then report the findings of
an empirical study in a pharmaceutical company. Using a regression analysis with dummy
variables, the authors find an asymmetric relationship between the satisfaction with different
factors and overall employee satisfaction, thereby confirming Kano's model in the context of
employee satisfaction. In the final section of the paper, the theoretical and managerial
implications of these findings are discussed.
DEFFINITION OF EMPLOYEE SATISFACTION:-
Employee satisfaction refers to the level of contentment and fulfillment that employees
experience in their workplace. It is an important aspect of an organization's overall success
and productivity, as satisfied employees are more likely to be engaged, motivated, and
committed to their work. Happy employees tend to be more loyal, productive, and have a
lower turnover rate.
Factors contributing to employee satisfaction are Work Environment, Recognition and
Rewards, Work-Life Balance, Opportunities for Growth, Communication , Fair
Compensation, Job Security, Workload and Stress, Supportive Management.

Types of employee’s satisfaction:

 Job Security
 Work Life Balance
 Quality of Work Life
 Culture
Employees are important to run a complete business after the owner of the organization
manages the work to complete their things to get success. The employees perform important
work every day to get the final result and success of their company. If employees are satisfied
with there Job, then there are no issues in the workplace. So, to keep their Satisfaction strong,
it is better to take some measures so that our employees are satisfied at the Workplace so that
it increases the productivity and Efficiency of the Organization.
Employee Satisfaction is the process of identifying how happy employees are with their
positions, whether they enjoy the entire job or just a few aspects, such the type of work they

8
do or the level of supervision. The evaluative, affective (or emotional), and behavioural
components of job satisfaction can all be assessed. Researchers have also observed that
different job satisfaction measures (affective job satisfaction) vary in how much they capture
sentiments about the job or job-related ideas (cognitive job satisfaction).
Every business leader wants to understand the importance of employee satisfaction in the
process to develop consistent as well as objective things for evaluating things. They help in
enhancing strengths, future managerial gaps, weaknesses in your business organization. Also,
they help more than for the business leaders to analyze the performance levels.
Importance of Employee Satisfaction:
Employee satisfaction is essential to the success of any business. A high rate of employee
contentedness is directly related to a lower turnover rate. Thus, keeping employees’ satisfied
with their careers should be a major priority for every employer. While this is a well known
fact in management practices, economic downturns like the current one seem to cause
employers to ignore it. There are numerous reasons why employees can become discouraged
with their jobs and resign, including high stress, lack of communication within the company,
lack of recognition, or limited opportunity for growth. Management should actively seek to
improve these factors if they hope to lower their turnover rate. Even in an economic
downturn, turnover is an expense best avoided.
Employee satisfaction is of utmost importance for employees to remain happy and also
deliver their level best. Satisfied employees are the ones who are extremely loyal towards
their organization and stick to it even in the worst scenario. They do not work out of any
compulsion but because they dream of taking their organization to a new level. Employees
need to be passionate towards their work and passion comes only when employees are
satisfied with their job and organization on the whole. Employee satisfaction leads to a
positive ambience at the workplace. People seldom crib or complain and concentrate more on
their work. The main benefit of employee satisfaction is that individuals hardly think of
leaving their current jobs. Employee satisfaction in a way is essential for employee retention.
Organizations need to retain deserving and talented employees for long term growth and
guaranteed success.

9
1.2 About the company
Aditya Birla Group
Aditya Birla Group is an Indian multinational conglomerate, headquartered in Mumbai. Its
revenue $60 billion net profit $4 billion operates in 26 countries with more than 250000
employees directly and indirectly. The group was founded by Seth Shiv Narayan Birla in
1857. The group has interests in viscose staple fibre, metals, cement (largest in India), viscose
filament yarn, branded apparel, carbon black, chemicals, fertilisers, insulators, financial
services and telecom. Its market capital $50 billion.
It is one of the India’s largest corporate house and first truly multinational corporation
operating in 26 countries- India, Germany, UK, Brazil, Italy, Hungary, USA, Canada, France,
Australia, Egypt, Luxembourg, Philippines, UAE, Switzerland,Singapore, Myanmar, China,
Thailand, Laos, Bangladesh, Indonesia, Malaysia, Bahrain, Vietnam and South Korea.
Subsidiaries:
1. Grasim
2. Hindalco
3. Ultra Tech Cement
4. Vodafone Idea
5. Aditya Birla Fashion and Retail Limited Aditya Birla Capital
6. Aditya Birla Capital
7. Aditya Birla Sun Life Limited

10
Company Background:

Type : Public
Traded as : BSE: 535755
NSE : ABFRL
Industry : Retail
Founded : 1997
Headquarter : Mumbai, Maharashtra, India
Area served : India
Key people : Ashish Dikshit (MD)
Product : Clothing
Revenue : 8131.95 crorers
Operating income : 80.73 crorers
Net income : 108.7 crorers
Total asset : 9765 crorers
Total equity : 249 crorers
Owner : Aditya Birla Group (56%)
Number of employees : 25000+
Website: www.abfrl.com

11
A Pantaloons was interwined as PE on MARCH 2008. Gotten the announcement of start of
business on May 14, 2007. Pantaloons shape and Retail Limited on April 28 2012 changed.
Pantaloons, recently procured by ABG, It is India’s driving multinational aggregates, are a
powerhouse of crisp style and development. While weaving its enchantment crosswise over
way of life sections, Pantaloons takes into account the perceiving and in vogue Indian
shopper.
Pantaloons stores have a plenitude of decisions crosswise over classifications foreign brands
to local brands, gathering dynamic man wears, ladies, children. By adding a client’s
multitudinous decisions that reflects style, state of mind and solace.
Future group managed the Pantaloons and now been assumed control by Aditya Birla Nuvo
limited. Working in 36 nations over the globe with more than 136000 representatives.
It positions Fortune 500 Company of the world with a solid blend of skilled and competent
staff involving 42 distinctive states, who are gained with tying down the association and
blockading one splendid example of overcoming adversity after another.
The primary Pantaloons store was propelled in the midst of much exhibition in Gariahat,
Kolkata in 1997. Throughout the years, brand has experienced a few moves and re-developed
itself to deliver convincing patterns and styles taking into account the advancing design
center.
The Pantaloons is India’s quickest developing premium way of life clothing organization.
With imaginative plans, ideas and items, the organization acquires the most recent patterns
form and dress style on attire markets.
Organization offering a mind boggling finish 1 quit shops background purchaser’s thoroughly
endless gathering more than 100 top items perceiving fashionista. 344+ stylishly outlined
store nation over showcase scope tasteful in vogue stock genuinely satisfies Pantaloons adage
of fresh fashion. A run of the mill speeded over extensive of around 30000 square feet,
including a brands promotion that keeps running over varied extent of styles that spell class.
The accumulation incorporates prepared attire for men’s, ladies and children, supplemented a
comprehensive scope an embellishments.
Overview of business:
On 12/13, the ABG company acquired the Pantaloons Fashion business post its demerger
from future Retail Limited under a court approved Scheme of Arrangement. On the
effectiveness of the scheme on 8th April 2013, all the net resources and operations relating to
the Pantaloons Fashion business have been exchanged on a going concern premise, alongside
obligation, to the organization. The delegated date of exchange is first July. Regarding the
plan, organization were formed newly. Unloading of essential endorsements ES organization
got recorded on the National Stock Exchange of India and the BSE Limited. The new
management took over the control of Pantaloons Fashion business w.e.f. 8th April 2013, i.e.,
on the effectiveness of the scheme. With an objective of making Pantaloons a future ready
organisation.

12
Particular home apparel Pantaloons has assortments of materials in its store fabrics, Girls and
Ladies easy-going and leggings and sportswear, customary wear, Toys, Footwear, Cosmetics,
Perfumes, Deodorants, Sunglasses, Wrist Watches and Jewellery. A few brands are expressed
above others are: Cosmetics: MayBelline, LOreal. Antiperspirants: Playboy, Denim, Ferrari
and so on. Shades: Fast Track, DG and numerous. Watches: Quick track, Titan, E spirit,
Timex and so forth.
Company’s vision:
To passionately satisfy Indian consumer needs in fashion, style and value, across wearing
occasions in Apparel and Accessories through strong brands and high quality consumer
experience with the ultimate purpose of delivering superior value to all our stakeholders.
Company’s mission:
We shall infuse Indian brands with confidence and renewed ambition.
We shall be efficient, cost conscious and committed to quality in whatever we do.
We shall ensure that our positive attitude, sincerity, humility and united determination shall
be the driving force to make us successful

Aditya Birla Fashion and Retail Ltd (ABFRL) is a provider of fashion, lifestyle and retail
business. The company provides apparel and non-apparel. It provides apparel categories that
include casual wear, formal wear, ethnic wear, party wear and activewear for men, women
and kids among others. ABFRL provides non-apparel products including footwear, perfumes,
cosmetics, handbags, fashion jewelry, watches, and others. The company owns two fashion
brands includes Madura and Pantaloons. The company offers brands including Louis
Philippe, Allen Solly, Van Heusen and Peter England. ABFRL is headquartered in Mumbai,
Maharashtra, India.
The Company was incorporated as Peter England Fashions and Retail Limited on April 19,
2007 under the Act under CIN No. U1810MH2007PLC233901 and obtained the certificate of
commencement of business on May 14, 2007. The name of the company was changed to
Pantaloons Fashion & Retail Limited on April 23, 2013.
The Corporate and Registered Office of the Company is at 701-704, 7th Floor, Skyline Icon
Business Park, 86- 92, Off. Andheri-Kurla Road, Marol Village, Andheri (East), Mumbai-
400059, India. The registered office was changed from Regent Gateway, Plot No 5B,
Doddanekundi Village, KIADB Industrial Area, ITPL Road, Bangalore, Karnataka- 560048,
India to Indian Rayon Compund, Veraval, Junagadh- 362266, Gujarat toA-4, Aditya Birla
Centre, S. K. AhireMarg, Mumbai - 400 030, Maharashtra.

Pantaloons, the newly acquired business by The Aditya Birla Group, one of India's leading
multinational conglomerates, is a powerhouse of fresh fashion and innovation. While
weaving its magic across lifestyle segments, Pantaloons caters to the discerning and trendy
Indian consumer.

13
Pantaloons stores have an abundance of choices across categories that range from western to
Indian wear, formal to party wear and active wear for men, women and kids. To further add to
the customer's innumerable choices that reflect style, attitude, and comfort, Pantaloons has
extended its horizons to fashion accessories like fragrances, footwear, handbags, watches,
sunglasses and much more.
With a chain of 344 fashion stores across 170 cities and towns, Pantaloons is constantly
extending its foot-prints into the rest of modern India.
Pantaloons which was previously controlled by the Future Group has now been taken over by
Aditya Birla Nuvo Limited ['ABNL']. ABNL is a part of the prestigious Aditya Birla Group, a
$40 billion Indian multinational, operating in 36 countries across the globe with over 133,000
employees.
The Aditya Birla Group ranks high in the League of Fortune 500 Corporations of the world
with a strong mix of talented and capable personnel comprising of 42 different nationalities,
who are credited with anchoring the organization and scripting one brilliant success story
after another.
Pantaloons value:
 Integrity
 Commitment
 Passion
 Seamlessness
 Speed

Quality policy:
With a focus on today’s youth. It reflects the idea of the collection of youngsters merchandise
with refreshing and new look under all brands.

Product profile:
 Men’s wear
 Women’s wear
 Kid’s wear
 Home decor

Pantaloons at Guwahati:
There are six Pantaloons Stores at Guwahati namely at, Roodraksh Mall, Downtown,
Maaligao, Ulubari, Silpukuri and Christian Basti, Where I, as and intern got a chance to do
my internship at Pantaloons, Roodraksh Mall. The infrastructure of the Pantaloons store is
very fine which is located in Roodraksh Mall, Bhangaghar Guwahati. The structure consist of
the total two floors with occupying various latest technological standards can be adopted
namely the cameras, various colour, lighting arrangements, attracting mannequins, proper

14
ventilation and parking is also separately located at the basement underground of the store its
again having well-structured back office for daily operations of the store transactions related
to their brand selling.

This store have two main doors for customers and the employees and have one door at the
back for emergency. It have warehouse to maintain the stock of the merchandise with specific
cameras.
In this store, they have separate trail room for ladies, gents and kid in every floor for reducing
the customer traffic when there is a sales season. Finally one more room is meant for
employees having their food and for relaxation known as ‘Fun zone’. Ground floor consist of
three departments which are Women Western Wear, Women Ethnic Wear and Women Non-
Apps. And, 1st floor consists of three departments which are Men’s Wear, Men Non-Apps and
Kids Wear.

Board of directors:
 Kumar Mangalam Birla (Chairman&Non-Executive Director)
 HimanshuKapania (Non-Executive Director and V. Chairman)
 AshishDikshit (Managing Director)
 Sangeeta Pendurkar (Whole time Director)
 Vishak Kumar (Whole time Director)
 Arun Adhikari (Independent Director)
 Nish Bhutani (Independent Director)
 Preeti Vyas (Independent Director)
 Sukanya Kripalu (Independent Director)
 Sunirmal Talukdar (Independent Director)
 Vikram Rao (Independent Director)
 Yogesh Chaudhary (Independent Director)
 Pankaj Sood (Independent Director)

Swot analysis of pantaloons:

Strength:
 Pantaloons is one of the India’s largest retailer having 344+ stores across 170+ towns
in India.
 Pantaloons is one of the largest retailer by market capitalization and revenue in India.
 It manages high number of purchase order.
 It always update with changing consumer preferences.
 Pantaloons is a popular brand with a high presence across India.
 Pantaloons offer wide range of cloths for men, women and children.
 It has a very dynamic management team.
 It also has a online website where people can buy from online like other e-commerce
website.

15
Weakness:
 Intense competition from retails store and online shopping brands means limited
market share, limited market growth for Pantaloons.
 Too many option for customer hence high brand switching and low brand loyalty.
 Some retail and almost all e-commerce provide products at a cheaper price as
compare to Pantaloons.
Opportunities:
 Pantaloons can increase the footfalls by increasing ALT-TV commercial promotion.
 India is quickly emerging as retail hub top brand as government allowed FDI in single
brand and multi brand retail.
 Organized retail is only small percentage of total Indian industry.
 Tie- up with fashion institutes and even online brand can help increase sales for
Pantaloons.
Threats:
 Strong competition from unorganized retail sector in India affect business of
Pantaloons.
 Government policies are not well defined in emerging markets.
 Online shopping is emerging trend in consumer due to convenience which is taking
away market share of retailers like Pantaloons.
Competitors:
 Shoppers Stop
 Vishal Mega mart
 E-commerce
 Big Bazaar
 Reliance trends
 Star Bazzar
 Fashion Yatra
 Westside
 Max
 V- Mart

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1.3 REVIEW OF LITERATURE:
 Niranjana and Pattanayak (2005) tried to explore the dynamics of organizational
citizenship behavior, learned optimism, and organizational ethos represented by
OCTAPACE in service and manufacturing organizations in India. The manufacturing
sector was found to have a better work culture whereas service sector had high
organizational citizenship behavior and learned optimism.
 Okpara, J. O., Squillace, M., & Erondu, E. A. (2005) did study at brain track
university, index directories of the united states colleges and universities and they
investigates that there are gender inequity exists in the job contentment levels of
university faculty members. male faculty members are less contented with their “pay”
,“promotions” ,”supervision” and “overall job satisfaction” while there colleagues
female faculty members are more contented with their “Work and CoWorkers”. The
results also indicated that for them ranks were very important for explaining job
contentment and gender inequity of the respondents. And the findings of these study
also provides guidelines to the, university and college administrators, organization
management and HR professionals which helps them to recruit, promote, retain and
reward their women faculty members. The finding also suggests that the government
also address the issues related to female faculty member’s academic career.
 Gargallo-Castel A, Garcia-Bernal J, Marzo-Navarro M, & RiveraTorres, P. (2005) did
study on job satisfaction: empirical evidence of gender diversity. They selected a
sample of four hundred and thirteen faculty members of Spain for their study .They
conducted factor analysis on those variables which could impact on a person’s job
contentment. They use eleven-item questionnaire to assess the job contentment of the
employees. According to them the susceptible factor for organization development is
job contentment of the Spanish faculty members. Additionally, they have focus that
the level of job contentment is derived from four factors which are, “Interpersonal
relations”, “Economic aspects”, and “Personal fulfilment” Working conditions A
consequent analysis related to workers' gender shows that as we have considered that
man and women have same parameters for the study but the impact for each
dimension is variable for each sub sample. The results of the study indicates the 39
factors that affects employee contentment that will be useful and helpful for
management of industries and the factors will also be useful and helpful for taking
advantage of competitive opportunity and help to motivate and encourage dedicated
staff.
 Bender, K. A., & Heywood, J. S. (2006) did survey at Department of Economics and
Graduate Program in Human Resources and Labour Relations, University of
Wisconsin-ilwaukee on Job Satisfaction of the Highly Educated: The Role of Gender,
Academic Tenure, and Comparison Income and found that the faculty members in
school of science are least satisfied where faculty members from other schools are
equally satisfied. They also found that Men and women are equally satisfied. They
have taken a sample of highly educated faculty member and found that male and
female faculty members have the same expectations from their job. They found that in
many traditional results from particular samples shows that the highly educated
faculty members are concerned with the role of marital status, role of wages, health
limitations of the faculty members and other many more fringe benefits. They also

17
 found that they have more complicated pattern for a gender in organization. They also
found that the scientist which are working in business have confirm the old pattern of
more satisfied female faculty members while the scientist working in academics finds
the opposite that the females are less satisfied in academics. They also focus on the
other thing is that the increase in job contentment is depend on a length of a service
for both academics and non academics. They also found that they get more earnings in
the organizations according to their role in the organization and these earnings differ
found not only in worker’s section but also in all other sectors. They found that the
roles are considerably differs across all the branches and sectors. In their study on
faculty job satisfaction across gender and discipline
 Sabharwal, M., & Corley, E. A. (2009) have found that In all the branches male
faculty members are more contented then female faculty members. But when we add
some institutional demographic and career oriented factors in model the association is
totally changed among them. They predict that Male would have more contentment
than their woman colleagues when they are overprotective for these types of factors.
Interestingly, they were not predicting or confirming for any of the corrective
categories. It was found that within the health and science fields women were
considerably less 40 contented compare to man. While In the field of social science
and engineering, the satisfaction level of man and women faculty members were
almost same.
 Bhutto, N. A. (2012) have found that female faculty members were normally less
satisfied with their job than male faculty members. All the “Job Hygiene” and “Job
motivator” attributes were practically or noticeably related to job contentment. The
factors “Policy” and “Working condition” were the least satisfying characteristics
while “work itself” was the most satisfying factor found in the job in this study
correspondingly. The management of “SALU” need to pay attention to those factors
which creates displeasure among faculty members’ mostly the intellectual strategy
execution; they should also arrange certain training and development sessions with a
view to not only enhance the knowledge, skills and Abilities of faculty members but
also to link the up between contentment and discontent. There were also several other
factors which creates contentment and discontentment was the “Working Condition”
of the organization. The management should attempt to advance organizations
working conditions by performing more research and development services to faculty
members and also do necessary changes in recovering the classroom environment in
the organizations.
 Gurusamy & Mahendran (2013), in their study found that Salary occupy the First
Rank for determining job satisfaction compared with other major determinants. The
study was conducted on 300 respondents and was limited to the automobile industries
of India.
 Rashid Saeed et al., (2014),in his study found promotion, pay, fairness and working
condition to be the key factors that contribute to employee job satisfaction. The study
was conducted on 200 telecom sector employees of Pakistan. It was concluded that
money and compensation play an important role in the job satisfaction of the telecom
employees of Pakistan 41 2.7 SOURCES OF DATA: Both primary and secondary
data were used to collect information.

18
1.4 OBJECTIVES OF THE STUDY:

1. To understand the factors affecting employee satisfaction at Pantaloons Roodraksh

Mall.
2. To know the employees expectation for a satisfactory work environment at pantaloons
Roodraksh Mall.

19
1.5 RESEARCH METHODOLOGY:

Research methodology is a way to systematically solve the research problem. In it, step- by
–step methods are followed to solve a particular problem it refers to a search for
knowledge. It can be defined as scientific and systematic search for pertinent information
on a specific topic. In fact, research is an art of scientific investigation.

TYPES OF RESEARCH:
The research method used in this project is Descriptive in nature as it collects data in order to
answer the questions about the current status of the subject or the topic of the study.

SOURCES OF DATA:
Both primary and secondary data were used to collect information.
Primary Data: The primary data was collected through a survey conducted with the help of
a questionnaire Pantaloons, Roodraksh Mall through personal visits to individual employees.
Secondary Data: In this report, the data has been collected with the help of the Company’s
manual, different books, records, and official website of ABFRL.

SAMPLE DESIGN:
Sample unit : All employees working at Pantaloons, Roodraksh Mall.
Sample Size: The sample size for this study is 50 respondents from Pantaloons, Roodraksh
Mall.

TOOLS OF DATA COLLECTION:

The various tools used for data collection are surveys through well-structured questionnaires,
personal interviews, organizational magazines, various books, and official website.

PLAN OF ANALYSIS:
The data which was collected through well structured questionnaire are analyzed with the
help of tables and graphs. Findings are drawn on the basis of the analysis and interpretation.
Suggestions are provided to the company on the basis of the findings. Lastly, conclusion is
written on the basis of the entire study.

20
1.6 SCOPE OF THE STUDY:
1. The study will help to know the factors that effect the satisfaction of the employees
working at Pantaloons, Roodraksh Mall.
2. The study will help to know the employee expectation for a satisfactory work
environment, at Pantaloons Roodraksh Mall.

21
1.7 LIMITATIONS:
1. Findings may only be location specific.
2. Participants might not answer truthfully or provide honest response.
3. There will be data and statistical limitations as the research is limited solely on the
questions asked.

22
 CHAPTER-2
2.1 Employee satisfaction in Roodraksh Mall, Guwahati
The following steps have been taken to understand the factors affecting
employee satisfaction at pantaloons

1.How would you rate your overall job satisfaction on a scale of 1 to 5?

Satisfaction level Particulars Percentage (%)

Very dissatisfied 1 2
Dissatisfied 6 12
Neutral 21 42
Satisfied 16 32
Very Satisfied 6 12

Particulars
45
40
35
30
25
20
15
10
5
0
Very dissatisfied Dissatisfied Neutral Satisfied Very satisfied

Particulars

Interpretation: out of the 50 respondents, 2% respondents are very dissatisfied and 12% are
dissatisfied with their job. This accounts for a total of 14% respondents, who are dissatisfied or not
happy with their job. Out of the total respondents, 42% are neutral in their satisfaction levels.
Similarly, 12% respondents are highly satisfied and 32% are satisfied, therefore a total of 44% are
happy and satisfied with their job, which is on the higher and positive side.

23
2.How would you rate the following factors in terms of their impact on your
job satisfaction?

a) Compensation and benefits:

Importance level Particulars Percentage (%)
Not important 0 0
Slightly important 5 10
Moderately important 12 24
Important 23 46
Extremely important 10 20

Particulars
50
40
30
20
10
0
nt nt nt nt nt
orta orta orta orta orta
p p p p p
ti
m im yi
m Im yi
m
No tly te
l el
i gh ra m
Sl e tre
od Ex
M

Particulars

Interpretation: out of the 50 respondents, no respondent found compensation and benefits

being non-important in increasing job satisfaction levels. 10% found compensation and benefits
are slightly important. 24% found compensation and benefits to be moderately important. 46%
found compensation and benefits are important and 20% found compensation and benefits to
be extremely important in increasing job satisfaction levels. This signifies that compensation and
benefits are an important factor in increasing job satisfaction levels of employees.

24
2b) Relationship with Colleagues and Managers:
Importance level Particulars Percentage (%)
Not important 1 2
Slightly important 9 18
Moderately important 9 18
Important 18 36
Extremely important 13 26

Particulars
40
35
30
25
20
15
10
5
0
nt nt nt nt nt
rta rta rta rta rta
po po po po po
ti
m im yi
m Im yi
m
No tly te
l el
i gh ra m
Sl e tre
od Ex
M

Particulars

Interpretation: out of the 50 respondents, 2% respondent found relationship with colleagues

and managers are not important in increasing job satisfaction level. 18% found relationship with
colleagues and managers are slightly important. Again 18 % found relationship with colleagues
and managers are moderately important . 36% found relationship with colleagues and
managers are important and finally 26% found relationship with colleagues and managers to
be extremely important in increasing job satisfaction levels. This signifies that relationship with
colleagues and managers is an important factor in increasing job satisfaction level for the
employees.

25
2c) Recognition and Appreciation:
Importance level Particulars Percentage (%)
Not important 1 2
Slightly important 6 12
Moderately important 6 12
Important 26 52
Extremely important 11 22

Particulars
60
50
40
30
20
10
0
nt nt nt nt nt
orta orta orta orta orta
p p p p p
ti
m im yi
m Im yi
m
No tly el el
i gh rat m
Sl e tre
od Ex
M

Particulars

Interpretation: out of the 50 respondents, 2% respondent found recognition and appreciation

are not at all important in increasing job satisfaction levels. 12% found recognition and
appreciation are slightly important. Again, 12% found recognition and appreciation are
moderately important. 52% found recognition and appreciation are important and finally 22%
recognition and appreciation are extremely important in increasing job satisfaction level. This
also signifies that recognition and appreciation is an important factor in increasing job
satisfaction levels of the employees.

26
3.Do you feel that the company actively seeks and values employee
feedback to improve job satisfaction?

Opinion Particulars Percentage (%)

Yes 42 84
No 6 12
Unsure 2 4

Particulars
90
80
70
60
50
40
30
20
10
0
Yes No Unsure

Particulars

Interpretation: Out of 50 respondents. 84% feel that the company actively seeks and values
employee feedback to improve job satisfaction levels and 12% feel that the company do not
actively seeks and values employee feedback to improve job satisfaction levels, while 4% are
unsure about it. It is hence interpreted that the company do actively seeks and values
employee feedback to improve job satisfaction levels.

27
4.How would you describe the level of job security provided by your
organization?
Job security level Particulars Percentage (%)
Very insecure 7 14
Insecure 7 14
Neutral 11 23
Secure 13 25
Very secure 12 24

Particulars
30

25 23 25 24

20

15 14 14

10

0
Very insecure Insecure Neutral Secure Very secure

Particulars

Interpretation: out of the 50 respondents, 14% respondents found level of job security as
very insecure. Similarly, 14% respondents found level of job security as insecure. Again 23%
found it neutral. 25% respondents found level of job security as secure, and finally, 24%
respondent found level of job security as very secure. This signifies that majority of the workers,
i.e. 25% find their job security level positive and secure.

28
5.To what extent does the organization's work culture contribute to your
job satisfaction?

Contribution level Particulars Percentage (%)

Not at all 1 2
Slightly 12 24
Moderately 24 48
Significantly 8 16
Extremely 5 10

Particulars
60

50

40

30

20

10

0
Not at all Slightly Moderately Significantly Extremely

Particulars

Interpretation: out of 50 respondents, 2% respondents found organization's work culture do

not contribute to their job satisfaction. 2 4% respondent found organization's work culture
slightly contributes to their job satisfaction. 48% found it to be moderate. 16% respondent found
organization's work culture significantly contribute to their job satisfaction. and finally, 10%
respondents found organization's work culture extremely contributes to their job satisfaction.
This signifies that majority of the workers finds their organization's work culture moderately
affect their job satisfaction levels

29
6.How satisfied are you with the opportunities for professional growth and
advancement within the company?
Satisfaction level Particulars Percentage (%)
Very dissatisfied 1 2
Dissatisfied 10 20
Neutral 27 54
Satisfied 10 20
Very Satisfied 2 4

Particulars
60

50

40

30

20

10

0
Very dissatisfied Dissatisfied Neutral Satisfied Very Satisfied

Particulars

Interpretation: out of the 50 respondents, 2% respondents are very dissatisfied with the
opportunities for professional growth and advancement within the company. 20%
respondents are dissatisfied, which sums up to 22% of dissatisfaction level. 54% found it to
be neutral. Only 20% respondents were satisfied and 4% very satisfied a total of 24% with
the opportunities for professional growth and advancement within the company. This
signifies that majority of the respondents finds the opportunities for professional growth and
advancement within the company are below their expected-levels.

30
7. How well does the organization provide opportunities for employees to
contribute ideas and suggestions?
Particular Percentage(%)
Poorly 3 6
Somewhat poorly 2 4
Neutral 31 62
Somewhat effectively 12 24
Very effectively 2 4

Very effectively Poorly

4% 6% Somewhat poorly
4%

Somewhat effectively
24%

Neutral
62%

Poorly Somewhat poorly Neutral

Somewhat effectively Very effectively

Interpretation: The data shows that most employees perceive the organization’s efforts to
provide opportunities for idea contributions as neutral, with 62% taking taking this stance.
While 24% believe the organization somewhat effectively facilities this, only 4% find it very
effective, and 6% rate it as somewhat poor. Overall, there is room for improvement in
engaging employees and fostering innovative contributions.

31
 8. Which of the following factors contribute most to your job satisfaction?
Particular Percentage(%)
Competitive salary and benefits 12 24
Opportunities for growth and advancement 5 10
Supportive and respectful work environment 15 30
Recognition and appreciation for your work 13 26
Work-life balance 2 4
Effective communication within the organization 2 4

Collaborative teamwork 1 2

Collaborative teamwork 2

Effective communication within the organization 4

Work-life balance 4

Recognition and appreciation for your work 26

Supportive and respectful work environment 30

Opportunities for growth and advancement 10

Competitive salary and benefits 24

0 5 10 15 20 25 30 35

Interpretation: Job satisfaction among employees is primarily driven by a supportive and

respectful work environment (30%), followed closely by recognition and appreciation for
their work (26%), and competitive salary and benefits (24%). Opportunities for growth and
advancement (10%) also play a role but to a lesser extent. Factors like work-life balance,
effective communication, and collaborative teamwork have a relatively minor impact, each
garnering 4% or less. This data underscores the importance of a positive workplace culture,
recognition, and competitive compensation in keeping employees satisfied and engaged.

32
11. Do you feel adequately recognized and appreciated for your work and
contributions?
Particular Percentage(%)
Yes, definitely 31 62
Mostly, but there is room for 13 26
improvement
No, not at all 6 12

70
62
60

50

40

30 26

20
12
10

0
Yes, definitely Mostly, but there is room for No, not at all
improvement

Interpretation: The data reveals that 62% of respondents feel adequately recognized and
appreciated for their work, while 26% believe there's room for improvement in recognition.
However, 12% express dissatisfaction, feeling not recognized at all. This underscores the
importance of consistent and meaningful recognition practices within the organization, with
potential for enhancement to address the concerns of the 26% who see room for improvement
and the 12% seeking more recognition.

33
 CHAPTER-3
3.1 Expectation on employees in Roodraksh Mall, Guwahati
To know the employees expectation for a satisfactory work environment at
pantaloons Roodraksh Mall.

9. In your opinion, which area requires the most improvement to enhance

employee satisfaction?
Particular Percentage(%)
Salary and benefits 37 74
Opportunities for growth and advancement 8 16
Work environment and culture 0 0
Recognition and appreciation 2 4
Work-life balance 2 4
Communication within the organization 0 0
Teamwork and collaboration 1 2

80 74

60
40
20 16
0 4 4 0 2
0
ts t re n e n on
efi en ltu tio nc tio
n em u cia la iz a ati
be nc
c
re ba or
nd fe an a b
nd dv
a
ta ap
p li or
g ll
ya a k- co
ar d en an
d or th
e d
Sa
l an nm W in an
th iro on ith or
k
w v iti w
ro en gn w
g k ec
o on am
or or ti Te
sf W R ica
tie un
ni m
rtu m
o Co
O pp

Interpretation: The data you have provided shows that the area that requires the most
improvement to enhance employee satisfaction is salary and benefits. 74% of employees are
dissatisfied with their salary and benefits, which is a significant number. This suggests that
employees are not feeling fairly compensated for their work or that they are not receiving the
benefits they need to be happy and healthy.Other areas that could be improved include
opportunities for growth and advancement (16%), recognition and appreciation (4%), and
work-life balance (4%). However, these areas are not as critical as salary and benefits.

34
10. What improvements would you suggest to enhance communication
within the organization?
Particular Percentage(%)
More frequent team meetings 5 10
Clearer and more timely communication from 7 14
management
Improved communication tools and technology 6 12
Training programs on effective communication 32 64
64
60
40
20 10 14 12
0

Interpretation: From the above data, we can understand that training programs on
effective communication, as it received the highest percentage of support at 64%. This
indicates a strong desire among employees to develop their communication skills.
Additionally, there is a notable need for clearer and more timely communication from
management (14%) and improved communication tools and technology (12%) to support
more effective workplace communication. While more frequent team meetings (10%) is a
lower concern, it's still a consideration for some employees.

35
12. How would you rate the level of collaboration and teamwork within
your department/team?
Particular Percentage(%)
Poor 5 10
Fair 1 2
Good 35 70
Very good 5 10
Excellent 4 8

80
70
70

60

50

40

30

20
10 10
10 8
2
0
Poor Fair Good Very good Excellent

Interpretation: The data reveals that the majority of respondents within the department or
team perceive the level of collaboration and teamwork as positive, with 70% rating it as
"Good." This suggests a healthy working dynamic among most team members. Additionally,
a noteworthy portion, 18% in total, rated it as "Very good" or "Excellent." However, there is
room for improvement, as 10% rated it as "Poor" or "Fair." To maintain and enhance
teamwork, it's crucial to address concerns raised by this minority and continue fostering a
positive collaborative environment.

36
13. What improvements, if any, would you suggest to the physical work
environment (e.g., office layout, facilities, amenities) to enhance employee
satisfaction?
Particular Percentage(%)
Upgraded office facilities and equipment 2 4
Comfortable and ergonomic workstations 3 6
Relaxation or break areas 9 18
Improved cleanliness and maintenance 36 72

80 72
70
60
50
40
30
18
20
10 4 6
0
t s as ce
en ti on re an
pm ta a n
qui rks ea
k
in
te
d
e o br a
an i cw n
or
d
m
s om tio an
tie on
s
ili g xa es
f ac er el
a l in
ce d R an
an cle
offi bl
e
ed
d
de ta ov
a or pr
gr m
f
Im
Up Co

Interpretation: Data shows improving "Cleanliness and maintenance" is the top priority
for enhancing employee satisfaction in the physical work environment, as indicated by a
significant 72% of respondents. "Relaxation or break areas" also matter to 18% of employees.
While "Comfortable and ergonomic workstations" and "Upgraded office facilities and
equipment" received lower attention, they are still worth considering to improve overall
workplace satisfaction. Immediate attention to cleanliness and maintenance is crucial,
followed by addressing other physical workspace concerns for a more content and productive
workforce.

37
 CHAPTER : 4
4.1 FINDINGS:
1. Majority of the employees in Pantaloons find their job satisfaction to be Neutral. This
suggests that employees are quite happy with the organisation.
2. Most of the employees feel compensation and benefits are important to increase job
satisfaction and to carry out their role in an efficient manner.
3. 84% of the total respondents feel that the company actively seeks and values employee
feedback to improve job satisfaction levels. Organisation should always act on negative
feedback to improve the work culture.
4. When asked about job security, majority of the respondents feel their livelihood is secured
and they are quite positive of not being laid off by the organisation.
5. The majority of the workers find their organization's work culture moderately affecting
their job satisfaction levels. Workers do need a proper balanced work culture to carry out
their jobs.
6. When asked about the opportunities for professional growth and advancement within the
company, majority of the respondents feel the opportunity below their expected-levels.
7. Employees feel the organisation doesn't always provide opportunities to contribute ideas
and suggestions. Hence there is room for improvement in engaging employees and fostering
innovative contributions.
8. Employees feel supportive and respectful work improvement contributes most to their job
satisfaction.
9. 62% of respondents feel adequately recognized and appreciated for their work and
contributions. Employees shouldn't feel ignored and should always be appreciated.
10. 74% of employees are dissatisfied with their salary and benefits, which is a significant
number. This suggests that employees are not feeling fairly compensated for their work or
that they are not receiving the benefits they need to be happy and healthy. There should be
regular increment to make employees work for the long term in the organisation.
11. The majority of the employees feel there should be regular training sessions to develop
their communication skills. They feel it is quite important to interact with customers in a
more efficient manner.
12. Most of the employees feel "Cleanliness and maintenance" is the top priority for
enhancing employee satisfaction in the physical work environment.
13. It is very important for the management to understand the level of collaboration and team
work within every department. The data reveals that the majority of respondents within the
department or team perceive the level of collaboration and teamwork as positive.

38
4.2 SUGGESTIONS:
1. Gap between managers and the employees should be reduced by raising the level of
engagement.
2. Create good and healthy environment at work place by increasing interactions and
conducting team meetings.
3. Increase in salary.
4. Conduct more of employee engagement activities like mentorship programs,
collaborations, yoga sessions, games session, trainings, fun work day, etc.
5. Should look into the matter of cleanliness.

39
4.3 CONCLUSION:
Aditya Birla Group is an Indian multinational conglomerate, headquartered in Mumbai. Its
revenue $57 billion net profit $4 billion operates in 36 countries with more than 250000
employees directly and indirectly. The group was founded by Seth Shiv Narayan Birla in
1857. The group has interests in viscose staple fiber, metals, cement (largest in India), viscose
filament yarn, branded apparel, carbon black, chemicals, fertilizers, insulators, financial
services and telecom. Its market capital $50 billion.
The main purpose of this study was to find out the levels of employee satisfaction at Aditya
Birla Fashion and Retail, Pantaloons of the existing employees and to know if are they happy
with there Job or not. The study was conducted through questionnaire survey and face to face
interview in Pantaloons, Roodraksh Mall Guwahati. The results are summarised with the help
of pie chart and bar diagrams.
Employee Satisfaction is the process of identifying how happy employees are with their
positions, whether they enjoy the entire job or just a few aspects, such the type of work they
do or the level of supervision. The evaluative, affective (or emotional), and behavioural
components of job satisfaction can all be assessed. Researchers have also observed that
different job satisfaction measures (affective job satisfaction) vary in how much they capture
sentiments about the job or job-related ideas (cognitive job satisfaction).
Indian retail industry has emerged as one of the most dynamic and fast-paced industries due
to the entry of several new players. It accounts for over 10% of the country’s gross domestic
product (GDP) and around eight % of the employment. India is the world’s fifth-largest
global destination in the retail space. India ranked 73 in the United Nations Conference on
Trade and Development's Business-to-Consumer (B2C) E-commerce Index 2019. India is the
world’s fifth-largest global destination in the retail space and ranked 63 in World Bank’s
Doing Business 2020.

40
4.3 BIBLIOGRAPHY:
Books
1. Kothari C. R., “Research Methodology”; 4 th Edition (2019), New Age International
Publication.
2. Robert J. Vance, Ph.D. Employee Engagement and Commitment, Society for Human
Resource Management, published on 2006.
Journals
1. Niranjana, P., and Pattanayak, B. (2005). Influence of Learned Optimism and
Organizational Ethos on Organizational Citizenship Behavior: A Study on Indian
Corporations. International Journal of Human Resources Development and Management,
5(1), 85-98.
2. Okpara, J., Squillace, M., & Erondu, E. (2005). Gender Differences and Job
Satisfaction: A Study of University Teachers in the United States. Women in Management
Review, 20, 177-190.
3. J. Garcia-Bernal, A. Gargallo-Castel, M. Marzo-Navarro, and P. RiveraTorres, (2005)
“Job satisfaction: Empirical evidence of gender differences,” Women in Management
Review, Vol. 20, No. 4, pp. 279–288, 2005.
4. Bender, K.A. and Heywood, J.S. (2006) -Job Satisfaction of the Highly Educated: The
Role of Gender, Academic Tenure and Comparison Income. Scottish Journal of Political
Economy, 53, 253-279.
5. Sabharwal, M., & Corley, E. A. (2009) Faculty job satisfaction across gender and
discipline , The Social Science Journal. City College of New York, 160 Convent Avenue,
NAC 6/141, New York, NY 10031, USA
6. Mehboob, F., Shah, S. M. M., & Bhutto, N. A. (2012). Factors Influencing Student’s
Enrollment Decisions in Selection of Higher Education Institutions (HEI’S). Interdisciplinary
Journal of Contemporary Research in Business, 4, 558-568. 66
7. Gurusamy, P., and Mahendran, K. (2013). Employees‟ Job Satisfaction in Automobile.
Analysis, 2(7), 43 - 54Trends in job related attitudes of managerial and professional
employees. Academy of Measurement Journal, 23(2), 454-460
8. Saeed, R., Lodhi, R. W., andIqbal, A. (2014). Factors Influencing Job Satisfaction of
Employees in Telecom Sector of Pakistan. International Journal of African and Asian Studies
- An Open Access International Journal, 3, 124–130
Websites
https://www.sciencedirect.com
https://scholar.google.co.in/
https://www.abfrl.com/
https://www.researchgate.net

41
QUESTIONNAIRE:

GENDER: [ ] Male [ ] Female

[ ]PT [ ]NPT [ ]HK [ ]Security

1.How would you rate your overall job satisfaction on a scale of 1 to 10?

[ ] 1 - Very Dissatisfied
[ ] 2 - Dissatisfied
[ ] 3 - Neutral
[ ] 4 - Satisfied
[ ] 5 - Very Satisfied

2.How would you rate the following factors in terms of their impact on your job satisfaction?

a. Compensation and Benefits

[ ] 1 - Not Important
[ ] 2 - Slightly Important
[ ] 3 - Moderately Important
[ ] 4 - Important
[ ] 5 - Extremely Important

b. Relationship with Colleagues and Managers

[ ] 1 - Not Important
[ ] 2 - Slightly Important
[ ] 3 - Moderately Important
[ ] 4 - Important
[ ] 5 - Extremely Important

c. Recognition and Appreciation

[ ] 1 - Not Important
[ ] 2 - Slightly Important
[ ] 3 - Moderately Important
[ ] 4 - Important
[ ] 5 - Extremely Important

3.Do you feel that the company actively seeks and values employee feedback to improve job
satisfaction?

[ ] Yes
[ ] No
[ ] Unsure

4.How would you describe the level of job security provided by your organization?

[ ] Very Insecure

42
[ ] Insecure
[ ] Neutral
[ ] Secure
[ ] Very Secure

5.To what extent does the organization's work culture contribute to your job satisfaction?

[ ] Not at all
[ ] Slightly
[ ] Moderately
[ ] Significantly
[ ] Extremely

6.How satisfied are you with the opportunities for professional growth and advancement
within the company?

[ ] Very Dissatisfied
[ ] Dissatisfied
[ ] Neutral
[ ] Satisfied
[ ] Very Satisfied

7.How well does the organization provide opportunities for employees to contribute ideas and
suggestions?

[ ] Poorly
[ ] Somewhat poorly
[ ] Neutral
[ ] Somewhat effectively
[ ] Very effectively

8.Which of the following factors contribute most to your job satisfaction? (Select all that
apply)

[ ] Competitive salary and benefits

[ ] Opportunities for growth and advancement
[ ] Supportive and respectful work environment
[ ] Recognition and appreciation for your work
[ ] Work-life balance
[ ] Effective communication within the organization
[ ] Collaborative teamwork

9.In your opinion, which area requires the most improvement to enhance employee
satisfaction?

[ ] Salary and benefits

[ ] Opportunities for growth and advancement
[ ] Work environment and culture
[ ] Recognition and appreciation
[ ] Work-life balance

43
[ ] Communication within the organization
[ ] Teamwork and collaboration

10.What improvements would you suggest to enhance communication within the

organization? (Select all that apply)
[ ] More frequent team meetings
[ ] Clearer and more timely communication from management
[ ] Improved communication tools and technology
[ ] Training programs on effective communication

11.Do you feel adequately recognized and appreciated for your work and contributions?
[ ] Yes, definitely
[ ] Mostly, but there is room for improvement
[ ] No, not at all

12.How would you rate the level of collaboration and teamwork within your
department/team?
[ ] Poor
[ ] Fair
[ ] Good
[ ] Very good
[ ] Excellent

13.What improvements, if any, would you suggest to the physical work environment (e.g.,
office layout, facilities, amenities) to enhance employee satisfaction? (Select all that apply)
[ ] Upgraded office facilities and equipment
[ ] Comfortable and ergonomic workstations
[ ] Relaxation or break areas
[ ] Improved cleanliness and maintenance
[ ] Other (please specify)
_______________________________________________________
___________________________________________________________________________

44
45