Employment satisfaction towards monetary and non monetary benefits

A Dissertation on
TO STUDY ABOUT EMPLOYEE'S SATISFACTION TOWARDS
MONETARY AND NON MONETARY BENEFITS (WITH
REFERENCE TO BIG BAZAAR)
Submitted to
Amity University Madhya Pradesh
In partial fulfilment of the requirements for the award of the degree of
BACHELOR IN COMMERCE (H)
In
Finance & HR
By
ZZZZZZZZZZZZZZZ
Under the guidance of
Ms. Mansi Tiwari
(ASSISTANT PROFESSOR)
AMITY BUSINESS SCHOOL
AMITY UNIVERSITY MADHYA PRADESH
May-june 2018

Amity Business School
DECLARATION
I, ZZZZZZZZZZZZZZ student of B.Com (H) hereby declare that the Dissertation titled “TO STUDY
ABOUT EMPLOYEE'S SATISFACTION TOWARDS MONETARY AND NON MONETARY
BENEFITS (WITH REFERENCE TO BIG BAZAAR)"which is submitted by me to Amity
Business School, Amity University Madhya Pradesh, in partial fulfilment of requirement for the
award of the degree of Bachelor of Commerce (H) has not been previously formed the basis for
the award of any degree, diploma or other similar title or recognition.
Gwalior(MadhyaPradesh) Name and signature of Student
Date

CERTIFICATE
It is to certify that the Dissertation titled “TO STUDY ABOUT EMPLOYEE'S SATISFACTION
TOWARDS MONETARY AND NON MONETARY BENEFITS (WITH REFERENCE TO
BIG BAZAAR)”which is submitted to Amity Business School, Amity University Madhya Pradesh, in
partial fulfilment of the requirement for the award of the degree of Bachelor of Commerce (H) is an
original contribution with existing knowledge and faithful record of work carried out by her under my
guidance andsupervision.
To the best of my knowledge this work has not been submitted in part or full for any Degree or Diploma
to thisUniversityorelsewhere.
Madhya Pradesh Signature of Supervisor
Date Name & Designation
HOI/HOD
AmityUniversityMadhyaPradesh,Gwalior
iv

ACKNOWLEDGEMENT
Firstly, I would like to express my sincere gratitude to my guide Ms. Mansi Tiwari for the continuous
support for my research paper and for his patience, motivation and immense knowledge. His guidance
helped me at all times during the research and writing of this term paper. I could not have imagined
havinga betteradvisorandmentorformy researchstudy.
I thank my fellow classmates for the stimulating discussions, endless debates and on many editorial
worksand forall the funwe had inthe lastfew weeks.
Finally, I sincerely thank my parents who provided me with their expertise knowledge and advice. The
resultof thisresearchpaperwouldnothave beenpossiblewithoutall of them.
ZZZZZZZZZZZZZZZZ
B.COM(H)

Abstract
“Organizations are concerned in retaining right talents while targeting for new
talents; measuring employees satisfaction provides an indication of how successful
the organization is in fostering a conducive environment which nurtures great
attitude among employee’s towards their Job and company”
“This research explores the concept of employee satisfaction and how this can be
strengthened by offering monetary and non monetary benefits to employees. The
main objective of the research is to find out what role and up to what extend
monetary and non-monetary rewards are providing satisfaction to employees.”
“The data for this research is collected from the employees of Big-Bazaar Gwalior.
Questionnaire was prepared and filled by 60 employees of Big-Bazaar. The result
shows the fact that monetary and non-monetary rewards can increase the level of
employee satisfaction and high level of satisfaction is necessary for high firm
performance.”

CONTENTS
Front Page i
Candidate’s Declaration ii
Certificate iii
Acknowledgements iv
Abstract v
Content vi
List of Figures vii
List of Tables viii
List of Abbreviations ix
CHAPTER-I: INTRODUCTION
1.1 Employee Satisfaction
1.2 Compensation
CHAPTER-II: LITERATURE REVIEW
CHAPTER-III: RESEARCH METHODOLOGY
CHAPTER-IV: RESULTS AND DISCUSSION
CHAPTER-V: CONCLUSION AND FUTURE PROSPECTS
REFERENCES
APPENDIX
PLAGIARISM REPORT

CHAPTER 1
INTRODUCTION
Employees are one of the key components of the organization achievement. No organization
can prevail without a specific level of duty and exertion from its workers. Organizations
frequently endeavor to satisfy their employees to pick up their dedication and reliability.
However, it is difficult for the company to be fruitful in making individual satisfied in light of
the fact that individuals work for a wide range of reasons, a few need material achievement
while others may emphasis challenging job.
From an Individual point of view, work fulfillment may be a standout amongst the most alluring
results that representatives could acquire. The worker fulfillment is the introduction of the
business towards his work part, which he is directly playing. The organization will just flourish
And survive more when its representatives are satisfied. This makes individual says totally that
he is completely happy with the activity. This examination directed so the workers give their
full, legitimate and honest assessment by staying unknown about how they feel about their
employments. Compensation is a critical determinant of representatives' fulfillment. A decent
pay bundle is essential for the employees to work in a proper way and achieve organizational
objective. Unless remuneration is given nobody will give commitment towards the organization
Consequently, remuneration helps in running an organization successfully and achieving its
objectives. “The remuneration bundle ought to be according to industry norms.” Pay is only a
piece of the remuneration framework, the workers have other mental and self-realization needs
to satisfy

1.1 Employee satisfaction
Employee satisfaction or job satisfaction is, quite simply, how content or satisfied employees
are with their jobs. Employee satisfaction is typically measured using an employee satisfaction
survey. These surveys address topics such as compensation, workload, perceptions of
management, flexibility, teamwork, resources, etc. These things are all important to companies
who want to keep their employees happy and reduce turnover, but employee satisfaction is only
a part of the overall solution. In fact, for some organizations, satisfied employees are people the
organization might be better off without. Employee satisfaction and employee engagement are
similar concepts on the surface, and many people use these terms interchangeably. Employee
satisfaction covers the basic concerns and needs of employees..”
1.2 COMPENSATION
 The sum of all form of payments or rewards provided to employees for providing
services to the organization in order to achieve the goal.
 Compensation is the process of providing adequate, equitable and fair remuneration to
the employees.
 It is the comprehensive term which includes pay, incentives and benefits offered to the
employees.
 Compensation is a systematic approach to providing monetary value to employees in
exchange for work performed.
In simple words-“compensation refers to a method of maintaining balance between
interest of company and attracting, developing, retaining and rewarding high quality
staff through wages and salaries.”

MONETARYCOMPENSATION
Monetary compensation refers to monetary benefits that an employee receive in exchange of a
service offered to the organization.
Monetary benefits include- Basic salary, incentives, Bonus, house rent allowance, travel
allowance, yearly increments.etc.
Monetary factors are extrinsic to work, such as the following:
SALARY”
It is the consistent payment which is made to an employee in specific intervals which may be
weekly, monthly.
FINANCIAL INCENTIVES”
This is linked to individual, group or organizational performance and not to time worked.
BONUS”
It is the extra payment which is paid to employees over and above their salary which is paid
during festive season to motivate them to perform better.
HOUSE RENT ALLOWANCE”
Organizations either provide accommodation to its employees or house rent allowance to provide
them social security.
CONVEYENCE ALLOWANCE”
Organizations also provide cab facilities to their employees or vehicle or petrol allowances.
PROMOTION(MONETORYPART)”
Promotion is attached with increase in pay, and this motivates the employee to perform better.
“PROFIT SHARING”
This is an arrangement by which organizations distribute compensation based on some established
formula designed around the company’s profitability.”

STOCKOPTION”
This is a system by which the employee receives shares on a preferential basis which results in
financial benefits to the employees.
RETIREMENT BENEFITS”
These includes payment at the time of retirement such as gratuity, provident fund, pension plans,
and leave encashment these benefits includes assuarance to employees during service for the
future.”

NON-MONETARYCOMPENSATION
This is not paid as direct money to employees, that is it does not involve payment in cash to
employees. Instead it involves satisfaction to employees by the way of – status, appreciation,
delegation, job security, etc.”
Non-monetary factors are rewards intrinsic to work, such as the following:
STATUS”
An employee is motivated by better status and designation. Organizations should offer job titles
that convey the importance of the position.
APPRECIATION AND RECOGNITION”
Employees must be appreciated and reasonably compensated for all their achievements and
contributions.
WORK LIFE BALANCE”
Employees should be in a position to balance the two important segments of their life—work and
life. This balance makes them ensure the quality of work and life. A balanced employee is a
motivated employee.
DELEGATION”
Delegation of authority promotes dedication and commitment among employees. Employees are
satisfied that their employer has faith in them and this motivates them to perform better.
WORKING CONDITIONS”
Healthy working conditions such as proper ventilation, proper lighting and proper sanitation
improve the work performance of employees.

JOB ENRICHMENT”
This provides employees more challenging tasks and responsibilities. The job of the employee
becomes more meaningful and satisfying.
JOB SECURITY”
This promotes employee involvement and better performance. An employee should not be kept
on a temporary basis for a long period.
JOB ROTATION”
Job rotation means shifting the employee from one task to another to avoid monotony, this will
help in motivating employee to perform better and make him versatile.

Difference between Monetary and Non Monetary Rewards”
Basis
Monetary rewards Non- Monetary
Rewards
Purpose A monetary incentive is generally
awarded for a job well done and is
often something that the employee
can strive for.
The purpose of a non-monetary
incentive is to generally reward the
employee after the fact of doing a
good job.
Effectiveness Monetary incentives tend to be more
effective when the employee is
actually motivated by cold, hard cash
or additional forms of payment that
increase his total compensation.
Non-monetary incentives can be just
as effective in motivating employee
behavior.
What it includes Bonus, profit-sharing, salary, wages. Job security, status, promotion,
recognition.

About company
Big-Bazaar is an Indian retail store that operates as a chain of supermarkets, discount department
stores, and grocery stores. The retail chain was founded by Kishore Biyani. It was founded in
2001.
Big-Bazaar is not just a hypermarket but a destination which caters every need of the family such
as- grocery store, clothes department, packed food items, cosmetics, etc “
There are two big-bazaar stores in Gwalior.
1. Dindayal city mall, Mlb road, Gwalior, 474004
2. DB city mall, opposite railway station , Gwalior.
COMPENSATION POLICYFOLLOWED AT BIG-BAZAAR
 Salary
 The employees are rewarded with attractive pay packages.
 The salary to employees include basic pay, House rent allowance, Provident fund.
 Annual bonus is given at the time of Diwali
 Along with this employees are given employees discount card (EDC) by which they
can buy any product at a discount of 20-30%
 Leaves and other rules
 An employee during his probationary period is entitled for 7 days of leave
 A confirmed employee is entitled to 30 days of leave during a year.
 APL is the only leave that is given to the employees. APL is “ all purpose leave”
 All the employees are provided identity card which they have to wear and swipe at the
time of entering and leaving the store.

 Performance appraisal
 The HR department conducts performance appraisal of all the employees annually in
the month of april.
 Increments are given based on their performance.
 In addition to this if an employee exceeds the target then they are also provided with
extra cash benefits and incentives.
Monetary factors which impact employee satisfaction are:-
 Competitive salary
 Incentives
 Bonus
 Yearly increments
 Profit sharing
Non monetary factors which impact employee satisfaction are:-
 Appreciation and recognition
 Job security
 Working conditions
 Leave policy ( like sick leave, holidays, etc)
 Leadership and mentoring

CHAPTER 2
LITERATURE REVIEW
The performance of any organization and its continuity depends on their key assets, employees,
as well as the capabilities of the managers to be able to create a motivating environment for their
people. On the other hand, it is a challenge for the managers to keep their people and employees
motivated and satisfied. Thus why every manager has to be aware about the needs and
requirements their employee and what they are looking for.
The main objective and concern of most of the organizations is to make the benefit from people
who are feeling positively toward the work and motivate unsatisfied employees in order to end up
with a win–win situation for both the company and workers.
Firm’s needs to motivate their people and keep them motivated in order to obtain the productivity
gains and to insure their competitiveness. Sometimes people who are given responsibilities feel
motivated and do their best and work hard accordingly (Ludivine, 2011). Moreover, researchers
have stressed that satisfied and encouraged employees are crucial to the organization
effectiveness (Rachel, Yee, Yeung, Edwin, 2010). Motivated employees can impact a
company’s bottom line and make the workplace somewhere employees look forward to interact
with instead of just a place to “pick up a paycheck” (Nandanwar , Surnis, Nandanwar 2010).
Michael and Crispen (2009) stated that having a motivated workforce provides the competitive
advantage that the organization seeks and better employee performance helps the organization
achieve higher productivity.
Mansoor (2008) also sees that motivation is about creating the environment where employees
will be motivated and hence work with their full effort. Organizations should motivate their
employees to enhance competitive advantages and reach the firms vision and mission (Philip,
Yu-Fang, Liang-Chih, 2007).

According to Jonathan, Christine and Yvonne (2002), motivated people and their commitment
are vital to the productivity of the work as they will perform with their full potential and with
high quality. Jonathan, Christine and Yvonne (2002), identified that greater motivation will
have a direct effect in improving productivity through greater effort and possibly innovation.
They also stated that motivation leads to a productive with high performance employee who does
the best at work, saves time and effort and also volunteers to do more than what is required. Such
employee will be a great resource to the business and a great model to be followed by others.
They also sees that people, who were motivated by sending them to foreign countries in order to
live and work, are seen as valuable resource as they give more than usual when they return.
Although some experts argue that companies who spend money on motivating their employees is
waste of money but most of them agreed that the wasted money is achieved in a very short time
by the motivated employees (Khodov, 2003). Business and company’s succession depends on
motivated employee; they can make all the difference in the company’s ability not to just survive
but also to succeed (Hislop, 2003). In addition, performers and experienced employees are
actually who produce the results of the business and they are the backbone of any company and
the reason of the business growth and gain (Meyer, Becker, Vandenberghe, 2004).
Urichuck (2002) stated that motivated employee will increase the capability of the organization
to achieve its mission, goals and objectives. It will also engage all to build a strong organizational
culture. Furthermore, A well-motivated organization for sure will have more motivated
employees and hence they will be more productive and this will lead to extreme cost savings
(Urichuck, 2002). In addition, satisfied employees positively impact corporate culture, resulting
in many intangible but equally important returns (Yongsun, Barbara, Christy, 2002).
“If employees are motivated and happy they will do to the work to the best of their ability instead
of just doing it because they have to” (Ryan, & Deci, 2000).
Buttner and Moore (1997), based on their research about “Happy Employees Make Productive
Employees” found that when employee attitudes improved by 5%, customer satisfaction jumped

by 1.3%, and the revenue increased by 5%. So, motivated employees usually produce more than
others and hence the customer satisfaction increases.
Also, motivated employees will feel as having a strategic partnership with the organization and
their commitments and loyalty will increase from day to day (Anne, 1994). On the other hand,
Deci and Ryan (1985), definite that an organization whose employees have low motivation is
completely vulnerable to both internal and external challenges because its employees are not
going the extra mile to maintain the organization's stability. An unstable organization ultimately
underperforms.Researchers have recommended that employee’s commitment toward their
organizations will enhance their satisfaction and which will benefit the firm (Morris & Sherma,
1981).

CHAPTER 3
RESEARCH METHODOLOGY
OBJECTIVE OF THE STUDY:
To study about employee's satisfaction towards monetary and non monetary benefits (with
reference to big bazaar)
MATERIALS AND METHODS
Primary research was conducted, questionnaire was prepared and circulated among the
employees of Big-Bazaar.
Sample size- Eighty (80) employees
Instrument used- Questionnaire
The questionnaire had following features:-
a. Demographic profile
b. Employees were asked to rate monetary and non- monetary factors which have impact on
employee satisfaction
c. In seeking agreement or disagreement on a particular issue, the sequence of responses was
designed as under –
1= Highly satisfied
2= Satisfied
3= Neutral,
4= Dissatisfied,
5= Highly Dissatisfied

CHAPTER 4
RESULT AND DISCUSSION
RESULTS
 Profile of the respondents
Diagram1: Age profile of the company employees surveyed
Diagram2: Gender profile of the company employees surveyed
No. of employees
below 20
20-35
36-50
above 50
Gender of employees
Male
female

The employees were asked to rate monetary and non-monetary factors of employee satisfaction
and the results are summarized below:-
4.1. Are you satisfied with the salary received by you?
Absolute figure percentage
Highly satisfied 55 68.75
Satisfied 15 18.75
Neutral 2 2.5
Dissatisfied 8 10
Highly dissatisfied 0 0
Interpretation:
Almost all the employees are satisfied with the salary they receive.
.
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
70.00%
80.00%
highly
satisfied
satisfied neutral dissatisfied highly
dissatisfied
Competitive Salary
competitive salary

4.2. Is money enough to motivate employee?
Interpretation:
Yes, money is the main source of motivation among employees, many strongly agree to
this.
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
70.00%
80.00%
highly
satisfied
dissatisfied
Is money enough to motivate employee?
Is money enough to motivate
employee?
Absolute figure percentage
Satisfied 6 7.5
Neutral 0 0
Dissatisfied 6 7.5
Highly dissatisfied 10 12.5

4.3 .Work recognition and appraisal motivates employees towards job.
Absolute figure Percentage
Highly satisfied 40 50
Satisfied 8 10
Neutral 8 10
Dissatisfied 16 20
Interpretation:
There are 24 employees who are not satisfied with the work recognition and appraisal they
receive.
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
Work recognition and appraisal motivates
employees towards job
Work recognition and appraisal
motivates employees towards
job

4.4 I am satisfied with the lunch break, rest breaks and leaves given in the organization.
Satisfied 56 70
Neutral 0 0
Dissatisfied 8 10
Interpretation:
“Many of them are satisfied with the lunch breaks and leave policy of the organisation.”
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
70.00%
80.00%
highly
satisfied
dissatisfied
I am satisfied with the lunch break, rest
breaksand leaves given in the organization
I am satisfied with the lunch
break, rest breaks and leaves
given in the organization

4.5. The employees in the organization feel secured in the job.
Satisfied 70 87.5
Neutral 1 1.25
Dissatisfied 0 0
Interpretation:
No employee in this organization feel insecured about their job.
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
70.00%
80.00%
90.00%
100.00%
The employees in the organizationfeel
secured in the job
The employees in the
organization feel secured in the
job

4.6. Good physical working conditions are provided in the organization.
Satisfied 48 60
Neutral 6 7.5
Dissatisfied 10 12.5
Interpretation:
This graph shows that 60% of the employees are satisfied with working conditions of the
organization.
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
70.00%
highly
satisfied
dissatisfied
Good physical working conditions are
provided in the organization.
Good physical working
conditions are provided in the
organization.

4.7. In the organization bonus scheme is satisfactory
Satisfied 45 56.25
Neutral 4 5
Dissatisfied 10 12.5
Interpretation:
20% of the employees are still dissatisfied with the bonus scheme.
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
highly
satisfied
dissatisfied
In the organizationbonus scheme is
satisfactory
In the organization bonus
scheme is satisfactory

4.8. Incentives increases employee loyalty towards organization.
Satisfied 62 77.5
Neutral 3 3.75
Dissatisfied 5 6.25
Interpretation:
Almost employees agree to this that incentives increases their loyalty towards the work
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
70.00%
80.00%
90.00%
Incentives increasesemployee loyalty
towards organization.
Incentives increases employee
loyalty towards organization.

4.9. Satisfaction with the yearly promotion in the organization.
Satisfied 56 70%
Neutral 4 5%
Dissatisfied 14 17.5%
Highly dissatisfied 6 7.5%
Interpretation:
This graph shows that 70% of the employees are satisfied with the yearly promotion.
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
70.00%
80.00%
highly
satisfied
dissatisfied
Satisfaction with the yearly promotion in the
organization.
Satisfaction with the yearly
promotion in the organization.

4.10. Profit sharing policy of the organization.
Satisfied 62 77.5
Neutral 8 10
Dissatisfied 3 3.75
Interpretation:
Profit sharing policy of the organisation is satisfactory.
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
70.00%
80.00%
90.00%
highly
satisfied
dissatisfied
Profit sharingpolicy of the organization.
Profit sharing policy of the
organization.

DISCUSSION
From the study it is clear that Monetary and Non-Monetary factors are equally influential when it
comes to employee engagement, – the need for being realistic and rational when it comes to
employee satisfaction. The learning’s are that the influence of all these factors varies as per the
profile of the employee because different employees lay different emphasis on these variables
impacting satisfaction. These variations may arise due to variations in individual and job
characteristics, gender diversity, ethnic diversity etc. Some of the suggestions in this paper
include different employee satisfaction approaches for new employees like strong induction
programs, rigorous training and development programme, certification programme and giving
them a realistic job preview. Some employee satisfaction activities proposed for the existing
employees were reward schemes, communication activities, team building and leadership
activities. It is important for firms to invest in good leadership and management development
programs, well designed communication based programs, sharing of vision and mission and
lastly creating opportunities for interaction. Hence the suggestions from the study can be used to
target employees that are disengaged or facing low engagement levels, after understanding the
workforce profile of employees.”

CHAPTER 6
CONCLUSION AND FUTURE PROSPECTS
Big Bazaar is undoubtedly the number one retailer in India. It has built a very emotional and
cordial relationship with its customers. It is also very intending to build long- term
relationship with all its stakeholders, which is very essential for a successful business
venture.”
An employee attitude logically displays the ethics of the organization. In areas of customer
service and sales, happy employees are really important because they represent the organization
to the public. Employees, who love their jobs, stay at their jobs. It is significant for companies to
observe and understand satisfaction level the staff feel toward their job is frankly related to how
fruitfully they carry out their job, how long they remain at their existing place of employment. It
impacts the collective culture of the organization.
Job satisfaction represents one of the most complex areas facing today’s managers when it comes
to managing their employees. Policy makers and managers have turned their attention to provide
different kinds of facilities to their employees in order to satisfy their employees. A good work
environment and good work conditions can increase employee job satisfaction and the employees
will try to give their best which can increase the employee work performance.”

REFERENCES
1. Akpinar, A., &Tas, Y. (2012). Performance Evaluation in super markets: An Investigation
on the Effects of the
2. Altarawneh, I., & Al-Shqairat, Z. (2010). Human Resource Information Systems in
Jordanian Universities IntemationalJoumal of Business and Management, Vol. 5, No. 10,
pp:113-127.
3. Aswathappa, K. (2007). Human Resource And Personnel Management. New Delhi: Tata
McGraw-Hill.
4. Aswathappa, K. (2008). Human Resource Management Text and Cases. (Tata McGraw
Hill Publishing Company Limited, New Delhi).
5. Absar, M., Azim, T., Balasundaram, N., Akhter, S. (2010). Impact of Human Resource
Practices on Job Satisfaction: Evidence from manufacturing firms in Bangladesh.
Economics Science Series, 62, 31-42.
6. Absar, M., Mahmood, M. (2011). New Human Resource Management Practices in the
Public & Private Sector Industrial Enterprises of Bangladesh: A comparative assessment.
International Review of Business Research Papers, 7, 118-136.
7. Atteya, N. (2012). Testing the Impact of the Human Resource Management Practices on
Job Performance: An Empirical Study in the Egyptian Joint Venture Petroleum
Companies. International Journal of Business and Social Science, 3, 105-120.

APPENDIX
Questionnaire
1. Gender - Male female
2. Age- below 20 20-35
36-50 above 50
3. Are you satisfied with the salary received by you?
 Highly satisfied
 Satisfied
 Neutral
 Dissatisfied
 Highly dissatisfied
4. Is money enough to motivate employee?
 Satisfied
 Neutral
 Dissatisfied

5. Work recognition and appraisal motivates employees towards job.
 Satisfied
 Neutral
 Dissatisfied
6. I am satisfied with the lunch break, rest breaks and leaves given in the
organization.
 Satisfied
 Neutral
 Dissatisfied
7. The employees in the organization feel secured in the job.
 Satisfied
 Neutral
 Dissatisfied

8. Good physical working conditions are provided in the organization.
 Satisfied
 Neutral
 Dissatisfied
9. In the organization bonus scheme is satisfactory.
 Satisfied
 Neutral
 Dissatisfied
10.Incentives increases employee loyalty towards organization.
 Satisfied
 Neutral
 Dissatisfied
11. Satisfaction with the yearly promotion in the organization.
 Satisfied
 Neutral
 Dissatisfied

12. Profit sharing policy of the organization.
 Satisfied
 Neutral
 Dissatisfied

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