CHAPTER 1
INTRODUCTION OF THE STUDY
1.1 INTRODUCTION
According to research study, there are over 25,00,000
domestic
Migrant labourers in Kerala.
Migrant labourers are those who come from other states for work. A large number
of migrants from states like west Bengal, Orissa, Tamilnadu, Jharkhand,
Chhattisgarh, Rajasthan, etc come to Kerala in search of employment. The
employee’s satisfaction is central to achieving a successful and prosperous
organization. Interstate migrant is a social hazard. The migrant workers are
subjected to exploitation and they are paid less wages. These people do not
stay permanently at any one place. They do work in a place and leave for new
work once the assignment is over. Untidy and unhealthy environment they are
prone to various diseases. They don’t bother about their health, wage or
environment. Some is the condition of women workers who are recruited from
Kerala to work in North India. If a migrant worker is not satisfied with his
present job they may arise different problems.
In our state there is a shortage of local labour and the
availed labour want higher wages. And more of the people prefer higher level of
job. These reasons influence the migrant labourers to come to our state.
Our state is like a gulf to migrant employees. Because of
higher wages compared to their native place. This is the main reason for
leaving their native place. In addition to that, the migrant workers earnings
are far better than their daily wages in native place.
1.2 OBJECTIVES OF THE STUDY
1. To know the satisfaction
level of migrant employees.
2. To know the various
benefits of migrant employees.
3. To know the facilities,
provided to the migrant employees.
4. To know the satisfaction
level of migrant employees with regard to their payment.
1.3 SCOPE OF THE STUDY
The study is concerned at
Thrissur District. Now a day’s migrant labourers are important factor in the
state. Labourer migration to Kerala needs attention because Kerala herself is
facing acute unemployment. The District statistics shows that large scale
migrant labourers are entering Kerala from Rajasthan, Tamilnadu, Orissa,
Jharkand, West Bengal, etc. the migrant labourers satisfaction is necessary for
every field of work. They are mainly involved in works like construction,
quarry, and mining, road works, gold works etc. the study is done to help,
understand the causes and consequences of migrant labourers dissatisfaction
more specifically. It examines the impact of their satisfaction on the overall
performance of the present job. The working and living conditions of the
migrant labours are packed, in small labourers camps and up to 6 or 8 people in
a small room. The accommodation provide by the employer is not too much good
because more people living in a small room.
1.4 RESEARCH METHODOLOGY OF THE STUDY
Research methodology is
cognized as the science of studying the way research is undertaken
scientifically to solve the referred problem systematically. It is also
referred to as the procedure of research or research techniques, including
methods of collecting and handling data.
Data is a numerical facts or
data of a research problem. These data are raw materials for the final
statistical conclusion and the quality of data will greatly affect the collection,
in view of the research objectives, the research methodology adopted during the
research process. Primary and secondary data collection methods are used to the
collection of data.
1.5 LIMITATION OF THE STUDY
1. Non-availability
of time
2. Non
availability of secondary data
3. Women
respondents were shy as well as afraid to respond
4. The
topic “migrant labourers job satisfaction is a wide subject. Due to the non
availability of time and cost. We cannot include all the information for the
study.
CHAPTER 2
LITERATURE REVIEW
LITERATURE REVIEW
1) LITERATURE
STUDY ON MIGRANT WORKERS -European Agency for Safety and Health at Work
The ILO highlights three important reasons why OSH issues are of
specific interest for migrant workers
1. The high
employment rates of migrant workers in high-risk sectors.
2. Language and
cultural barriers, which require specific OSH communication, instructions and
training approaches.
3. They often
work overtime and/or are in poor health and thus more prone to occupational
diseases and injuries.
2) HOW
SATISFIED ARE IMMIGRANTS WITH THEIR JOBS AND BENEFITS?- The Toronto Immigrant
Employment Data Initiative (TIEDI)
CONCLUSIONS
Clearly, only
tentative conclusions can be reached from the data compiled in this report. In
part, this is because immigrant status, period of arrival, ethnoracial group
and gender are only a few of the factors that might contribute to job
satisfaction. It is also worth bearing in mind that the data provided here
represent a relatively small sample of employed immigrants that does not
differentiate between permanent residents, naturalized Canadian citizens and
visa holders. In addition, it is obviously important to note that these data
relate only to individuals with jobs, rather those who are most economically
marginalized because they have not found employment.
With these caveats in mind, the following
conclusions emerge:
·
Only
small differences in levels of job satisfaction appear in the data used here
between Canadian-born and immigrants. Overall, both are generally satisfied
with their jobs and report similar levels of satisfaction.
·
Canadian-born
and immigrants are less satisfied with the pay and benefits that they receive
from their jobs, even though the majority still reports positive satisfaction
levels. The longer immigrants reside in Canada, the higher their satisfaction,
especially with regards to benefits and pay. The only exception was for
immigrants who had arrived in the early 1990s. They were the least satisfied
when asked about their current job.
·
Latin Americans and Blacks had the lowest
levels of satisfaction with regards to their job, pay and benefits, while
Aboriginals, white and the ‘Other’ category had the highest levels of
satisfaction.
·
There are no consistent differences in
satisfaction between men and women, except that women report a broader range of
satisfaction levels
3)
The Settlement
Experiences of Immigrants (Excluding Refugees) In New Zealand: An overview paper
completed for the Auckland Regional Settlement Strategy-Anne Henderson
With countries of immigration continuing
to recruit skilled labour to fill shortfalls or replace “brain drains”,
predictions that the competition for skilled migrants will intensify rather
than decline in the future, and the likelihood that economic migration will
lead to chain migration of family members and other contacts, the increase in the
availability of highly educated (and more visible) migrants from less-developed
countries underlines the pressing need to address issues related to settlement
and integration. These issues become even more contentious and difficult where
host communities are themselves facing economic recession, undergoing major
restructuring and grappling with issues of national identity. They need to be
addressed, however, if the aims of immigration policy are to be achieved and
effective use is to be made of inflows of human capital, since “the
[settlement] trajectories of immigrants are largely determined by how they
negotiate the obstacles throw up by the native born” (DeWind and Kasinitz,
1997: 1102).
4)
WHAT ARE IMMIGRANTS’ EXPERIENCES OF
DISCRIMINATION IN THE WORKPLACE- Valerie
Preston, Jeanette Chua, Mai Phan, Stella Park, Philip Kelly, Maryse Lemoine
4)
CONCLUSION
Only tentative
conclusions can be reached from the analysis. Language ability, gender, visible
minority status, and educational attainment are only some of the many factors
that affect perceived discrimination. Language skills as described in this
analysis are based on the perceptions of survey respondents themselves.
Respondents were asked to determine whether they spoke English or French
poorly, fairly well, well or very well, but the categories were not specified.
In addition, immigrants’ language abilities are dynamic and they can improve or
worsen over time. Finally, the data represent a very specific cohort of
immigrants who arrived during a narrow window of time when particular
macro-economic circumstances prevailed. In terms of the specific perceived
discrimination that we examined, the following conclusions emerge:
·
Immigrants
who have postsecondary education perceive more workplace discrimination than
those who have less education. When all other variables are held constant,
those with postsecondary education are 1.52 times more likely to perceive
discrimination than those who have no more than a high school education.
·
Visible
minorities with better knowledge of English or French are more likely to
perceive workplace discrimination than visible minorities who have limited
fluency in an official language. This may imply substantial under-reporting of
discrimination among those with weaker language skills.
·
Compared
to white immigrants, more visible minority immigrants who speak English or
French fluently perceive workplace discrimination.
·
Unlike
visible minority immigrants, white immigrants who have limited fluency in
English or French are more likely to perceive discrimination in the workplace
than white immigrants who can speak an official language fluently. Immigrant
men are slightly more likely than immigrant women to perceive discrimination of
all types and in the workplace.
·
Immigrant
men who report discrimination earn a lower hourly wage and have lower family
incomes than immigrant men who do not report discrimination.
·
Immigrant women who report discrimination earn
a higher hourly wage but have a lower family income than immigrant women who do
not report discrimination.
·
When
all other variables are held constant, visible minority immigrants are more
than twice as likely to perceive discrimination as white immigrants.
·
5) Working Conditions and Job Satisfaction
of China’s New Generation of Migrant
Workers: Evidence from an Inland City-Huashu Wang, Lei Pan, Nico Heerink
CONCLUSION
China is
experiencing notable changes in rural-urban migration. Young, more educated
migrants are increasingly playing a major role in both urbanization and economic
development. Their attitudes towards working and living in the cities are
different from those of the older generation. The destinations of migrants are
also changing as a result of government policies and the global financial
crisis. More migrants than before find jobs in medium and small size cities,
which are often located in western and central China instead of the coastal
region. In this paper we aim to contribute to the design of sustainable
migration and urbanisation policies that recognize these new developments by
providing insights into the characteristics, working conditions, job
satisfaction and other job attitudes of the new generation of migrants, defined
as those born in the 1980s and 1990s, as compared the traditional generation in
a medium-size city in western China where labour market segmentation between
migrants and urban workers is actively being reduced. To this end, we use
survey data collected in August 2011 among 1,048 rural migrants in Guiyang
City, Guizhou Province, to examine four research questions.
Firstly, we examine the extent to which
socio-economic and occupational characteristics differ between the two
generations of migrants and find a number a significant differences. Our data
confirm findings from previous studies that the new generation is better
educated. We further find important differences in occupational characteristics
between the two generations. New generation migrants are more likely to work as
business and service personnel and are more frequently employed by private
enterprises, while migrants from the traditional generation are more likely to
be unit chiefs or managers, and to be self-employed or work in state-owned or
collective enterprises.
Secondly, we use our survey data to examine
differences in working conditions and job attitudes between the new generation
and traditional generation of migrants. Despite the differences in age,
education and job categories between the two generations, we find that there is
not much difference in their average income levels. This finding also holds
when we take the types of jobs in which the two generations are employed into
account. We do find, however, that the new generation of migrants has more
insurance at work, receives significantly more on-the-job training, conducts
less dangerous or toxic work, and receives more regular health checks than the
traditional generation. Job attitudes also differ significantly between the two
generations. In contrast to popular beliefs, we find that the level of job
satisfaction is significantly higher among the new generation of migrants.
Young migrants are also less likely to give up their rights when there is a
dispute at work, and more likely to rely on law and government instead of
relatives and friends in solving disputes. Despite the higher job satisfaction
of 14young migrants, they seem to be
more ambitious as they study more in their spare time and are more inclined to
change job than the old generation of migrants.
Thirdly, we examine the factors that contribute to
the higher degree of job satisfaction among the new generation of migrants.
Contrary to previous findings in the international literature, we find that age
and gender do not matter for job satisfaction of the young generation. Instead,
working conditions play an important role. Among these, it is not so much the
income level that matters for young migrants, but other working conditions.
Having a formal contract and doing no dangerous or toxic work are important
factors that provide job satisfaction to young migrants, but not to older
migrants. In addition, young migrants derive job satisfaction from different
types of jobs than older migrants do.
Young migrants working as business and
service personnel or as production, transport equipment operators and related
workers have significantly higher job satisfaction than those working in the
other job categories.
Using these results, we finally examine to what
extent the observed differences in job satisfaction between the two generations
is related to differences in endowments or to differences in the subjective
valuations of factors that contribute to job satisfaction. Using a
Blinder-Oaxaca decomposition, we conclude that it is mainly the difference in
endowments that contribute to the higher job satisfaction of young migrants.
Among the endowments, especially the differences in working conditions play an
important role in the higher job satisfaction of the new generation of
migrants.
Differences in family characteristics are another
factor that contributes positively to the job satisfaction differential.
The findings of our study have important
implications for policy making as well as private enterprise management. They
show that young migrants are not as dissatisfied with their jobs as is often
believed. There remains scope, however, for further improving the job
satisfaction of both older and younger migrants. Our findings suggest that the
importance of income for job satisfaction is declining, and that other working
conditions are becoming more and more important. These include not only the
number of working hours, having insurances, receiving on-the-job-training and
no wage defaults, but especially for the new generation also healthy work
conditions and having a signed contract.
Improving such working conditions is expected to
contribute both to the welfare of rural migrants and to the productivity of the
enterprises in which they are employed.
·
Women and migrant
labour :
Economic condition
developing countries have created the need for a new wave of migrant workers,
predominantly young females. Turnover rate in many of these migrant jobs is
very high due to harsh working conditions. This occurs on both a national and
transnational basis.
·
Migrant labour and
children :
Migrant
iabour of women raises special concerns about children. Female migrant workers
perform care work abroad while leaving home. The children learn to regard their
relatives at home as their own parents. Frequently children of migrant workers
themselves. There is concern that this may have negative psychological effects
on the children left behind. Although this has not been proven to be entirely
true or false, studies have been done which shows that many children of migrant
workers manage reasonably well. One theory for why this is states that
remittance to some degree make up for the lack of care by providing more
resources for food and clothing. Additionally, some migrant mothers take great
care in attempting to maintain
relationships while abroad.
·
Migrant education :
Children
of migrant workers struggle to achieve the same level of educational success as
their pees migrant children are also at a disadvantage because the majority
live in extreme poverty and most work with their parents to support their
families. The language barriers to equal educational attainment for children of
workers are present all over the world.
·
Migrant labour force in
a economy :
It is critical to
note that the force that the migrant work force has historically played a vital
role nationally and local communities over recent times. The economic
globalization has created, the key factors to promote many workers is
unemployment and increasing poverty. While developed countries, have increased
their demand for labour, especially unskilled labour, the workers from
developing countries are used.
CHAPTER 3
DATA ANALYSIS
AND
INTERPRETATION
TABLE
3.1
KNOELEDGE
OF REGIONAL LANGUAGE
|
RESPONS
|
No. of respondents
|
Percentage%
|
|
Yes
|
22
|
73
|
|
No
|
8
|
27
|
|
Total
|
30
|
100
|
INTERPRETATION:
The study reveals that most of the migrant labourers (73%) of knows regional
language that is , Malayalam .
TABLE 3.2
CLASSIFICATION ON THE BASIS OF REASON
FOR LEAVING THEIR NATIVE PLACE
|
Reasons
|
No.
of Respondents
|
Percentage%
|
|
Only
job oriented
|
9
|
30
|
|
Only
salary oriented
|
6
|
20
|
|
Both
job &salary
|
9
|
30
|
|
Family
problems
|
3
|
10
|
|
Unemployment
|
3
|
10
|
|
Total
|
30
|
100
|
INTERPRETATION: From the above table we
can understand that 20% of the respondents leave their native place for getting
high salary. 30% of people leave their native place to attain a job and due to
problems related to salary and job . 10% of people leave their native place
because of family problems and unemployment.
TABLE 3.3
SETTLED AS A FAMAILY UNIT
|
Opinion
|
No. of respondents
|
Percentage %
|
|
Yes
|
2
|
7
|
|
No
|
28
|
93
|
|
Total
|
30
|
100
|
INTERPRETATION:
The above table shows that most of the migrants are not settled here with
family. From the above data we can understand that only 4% of employees brought
children here from this native place and
4 % their children are both working and studying.
TABLE 3.4
SUFFERED ANY HEALTH
PROBLEM
|
Opinion
|
No. of respondents
|
Percentage %
|
|
Yes
|
0
|
0
|
|
No
|
30
|
100
|
|
Total
|
30
|
100
|
INTERPRETATION: From the table is clear that no one
suffered any health problems in their present job. There for no treatment
facilities for health.
TABLE 3.5
CLASSIFICATION ON THE
BASIS OF NATURE OF WORK
|
Opinion
|
Nature of work
|
Percentage
|
|
Permanent
|
11
|
3
|
|
Temporary
|
12
|
40
|
|
Contract
|
7
|
23
|
|
Total
|
30
|
100
|
INTERPRETATION:
Most of the migrants are temporary and permanent workers in our district 23% of
migrant laborers are contract workers.
TABLE 3.6
CLASSIFICATION ON THE BASIS OF YEARS
OF WORKING AT THRISSUR DISTRICT IN KERALA
|
Opinion
|
No: of respondents
|
Percentage
|
|
0-1
|
4
|
13
|
|
1-2
|
3
|
10
|
|
2-3
|
14
|
47
|
|
3-4
|
5
|
17
|
|
4 and more
|
4
|
13
|
|
Total
|
30
|
100
|
INTERPRETATION: Major
portion of the migrants stayed have here for a period of 2-3 years.
TABLE 3.7
HOURS OF WORK PER DAY
|
Hours per day
|
No: of workers
|
Percentage%
|
Total hours of work per day
|
|
8 hour
|
16
|
53
|
128
|
|
10 hour
|
6
|
20
|
60
|
|
11 hour
|
8
|
27
|
88
|
|
Total
|
30
|
100
|
276
|
Average
of hours of work per day = Total hours of work per day/ No of workers
=276/30
=9.2
hours
INTERPRETATION: From the
table it is clear that the average work time is 9 hours per day.53% of them have a normal
working is time of 8 hours per day.
TABLE 3.8
TOTAL BREAK TIME OF WORK
PER DAY
|
Hours of
break per day
|
No: of
workers
|
Total break
time
|
|
1 hour
|
5
|
5.0
|
|
1.15 hour
|
8
|
9.2
|
|
1.30 hour
|
4
|
5.2
|
|
2.00 hour
|
13
|
26.0
|
|
Total
|
30
|
45.2
|
Average of total break time = 45.2/30
=1.5
hours
=2
hours
INTERPRETATION: From the
table it is clear that there is an average break time of 2 hours per day.
TABLE 3.9
COMPARATIVE ANALYSIS OF DAILY WAGE
|
In their state
|
No: of respondents
|
Percentage
|
In Kerala
|
No: of respondents
|
Percentage
|
|
100-200
|
9
|
30
|
300-400
|
18
|
60
|
|
200-300
|
14
|
47
|
400-500
|
2
|
7
|
|
300-400
|
5
|
16
|
500-600
|
3
|
10
|
|
400-500
|
2
|
7
|
600-700
|
7
|
23
|
|
Total
|
30
|
100
|
Total
|
30
|
100
|
INTERPRETATION:
comparatively migrants get high wage in Kerala more than their state. This is
the major reason for migration of these labourers.
TABLE
3.10
CLASSIFICATION
ON THE BASIS OF MODE OF RECEIVING WAGE OR SALARY
|
Opinion
|
No of respondents
|
Percentage%
|
|
MONTHLY
|
2
|
7
|
|
WEEKLY
|
16
|
53
|
|
DAILY
|
9
|
30
|
|
AFTER CONTRACT
|
0
|
0
|
|
ON HOLYDAYS/LEAVE
|
3
|
10
|
|
INDIRECT PAYMENT
|
0
|
0
|
|
TOTAL
|
30
|
100
|
INTERPRETATION: From the above data
we can understand that under direct payment system, 53%
of respondents receives their salary / wage weekly, 30% of respondents collect
it daily, 7% collects monthly and 10% of respondents collects their wages/
salary on holidays/ leave. None of the respondent collects wages after the
contract and there is no indirect payment.
TABLE 3.11
CLASSIFICATION ON THE
BASIS OF ANY ADDITIONAL BENEFITS OF MIGRANT WORKERS
|
Opinion
|
No: of
respondents
|
Percentage
|
|
Yes
|
20
|
67
|
|
No
|
10
|
33
|
|
Total
|
30
|
100
|
INTERPRETATION: Most of the migrants are get
additional benefits for their work. Bonus, festival allowance etc.. are added
to their daily wages at relevant time.
TABLE 3.12
CLASSIFICATION ON THE
BASIS OF TAKEN ANY OVERTIME WORK
|
Opinion
|
No: of
respondents
|
Percentage
|
|
Yes
|
18
|
60
|
|
No
|
12
|
90
|
|
Total
|
30
|
100
|
INTERPRETATION: The study reveals that 60 percentage
of migrant labourers have taken over time work. Most of the migrant workers do
overtime work.
TABLE 3.13
CLASSIFICATION ON THE BASIS OF HEAVY
WORK IN PRESENTJOB
|
Opinion
|
No: of respondents
|
Percentage
|
|
Yes
|
2
|
7
|
|
No
|
28
|
93
|
|
Total
|
30
|
100
|
INTERPRETATION: Most of the migrants have no heavy
work load in their present job.
TABLE 3.14
CLASSIFICATON ON THE BASIS
OF ANY JOB SECURITY MEASURES
|
Opinion
|
No: of
respondents
|
Percentage
|
|
Yes
|
18
|
60
|
|
No
|
12
|
40
|
|
Total
|
30
|
100
|
INTERPRETATION: Most of the migrants are getting job
security measures like insurance etc in their present job .
TABLE 3.15
DISCUSSION AND PROBLEM
SOLVING AT WORK SITE
|
Opinion
|
No: of
respondents
|
Percentage
|
|
Yes
|
25
|
83
|
|
No
|
5
|
17
|
|
Total
|
30
|
100
|
INTERPRETATION:
Majority of the migrant labourers (83%) they can freely discuss their problems
with their employers who are keen on solving their problems at work site.
TABLE 3.16
CLASSIFICATION ON THE BASIS OF
COMPLAINTS AND SUGGECTIONS
|
Opinion
|
No: of
respondents
|
Percentage
|
|
Yes
|
10
|
33
|
|
No
|
0
|
0
|
|
Sometime
|
20
|
67
|
|
Total
|
30
|
100
|
INTERPRETATION: Most of the migrant labourers says
that the employers consider their complaints
and suggestions.
TABLE 3.17
CLASSIFICATION ON THE BASIS OF LEVEL
OF SATISFATION AMONG MIGRANT LABOURERS
|
SL.NO
|
FACTORS
|
WEIGHTED AVERAGE
|
|
1
|
JOB
|
4.5
|
|
2
|
SALARY/WAGE
|
4.4
|
|
3
|
EMPLOYEE
ATTITTUDE
|
4
|
|
4
|
WORKING
CONDITION
|
3.76
|
|
5
|
COMPLAINTS
HANDLING MECHANISM
|
3.6
|
|
6
|
FOOD
|
4.1
|
|
7
|
ACCOMODATION
|
3.07
|
INTERPREEATION:
The migrant labourers are highly satisfied with their job (4.5). salary or wage
(4.4), employees attitude(4), working condition (3.76),complaints handling
mechanism(3.6) and food (4.1). these factors are satisfied. About accommodation
(3.07) the migrant labourers have no opinion.
CHAPTER 4
FINDINGS, SUGGESTIONS AND CONCLUSION
FINDINGS
The employees can work effectively
and efficiently, when there is employees’ satisfaction. This study is to find
out the satisfaction among the immigrant labours in Thrissur district. There is
An increasing trend in migration to Kerala. Migrants like Malayalam but they
have to face some communication problem
here. The migrant employees are highly satisfied with their present job. They
are here for doing local jobs like construction work, road work, gold work, tile
making, brick kilns etc. Migrants get adjusted with accommodation difficulties.
Most of migrants are taking over time work and are getting benefits with this
work. The study also reveals that job satisfaction level of these labourers are
very high.
SUGGESTIONS
v Migrant labourers have to
be treated like local labourers.
v Provide more accommodation
and working condition facilities for migrants.
v Provide more additional
benefits like bonus etc and job security measures like life insurance, medical
insurance etc for migrants.
v Provide education
facilities for their children in Kerala.
CONCLUSION
The term migrant workers has
difficult official meaning and connotations in different parts of the world
several countries have millions of illegal immigrants most of them being
workers also. There are a number of studies on the diverse aspects of migration
of Keralities to other countries particularly to countries in the Middle East. But the growing in
migration to the state has received only very little attention from
researchers.Migrants workers satisfaction is a broader term than job
satisfaction which is only one component of total entity. It implies that even
if a migrant labour is satisfied with job, there are many other reasons in the
work premise to be dissatisfied. Access to public services for migrants and
their families and extension of social securities schemes to them have to be
examined in detail.
BIBLIOGRAPHY
BIBLIOGRAPHY
Ø en.wikipedia.org/wiki/migrant
iabours in kerala
Ø Csesindia.org/admin/modules/cms/docs/publication/16.pdf
I
APPENDIX
STUDY ON WORK
SATISFICATION AMONG IMMIGRANT LABOURs IN THRISSUR DISTRICT
Name :
Age :
Sex :
Marital status :
State :
Work
site :
Type
of work :
Education :
1.
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2.
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3.
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3.1
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3.2
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4
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If
yes, specify :
……………………………………………………………………………………………………
Treatment : ……………………………………………………………………………………………………
5
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6
How
many years have you been working?
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7
Hours
of work per day?
………………………………………………………………………………………
8
Total
break time:………………………… Distribution
of break:…………………………………
9
How
much is your daily wage in your state? …………………………………………………………..
10 How much is your daily wage in Kerala?
………………………………………………………………….
11 Mode of receiving wage /salary?
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12
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If
yes, specify
…………………………………………………………………………………………………………
13
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If
yes, payments for overtime work? ………………………………/hr
14
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If
yes, specify ……………………………………………………………………………………………………………
15
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If
yes, specify …………………………………………………………………………………………………………
16 Do you all gather to discuss and solve your
problems at work site?
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17 Do the employers consider your complaints and
suggestions?
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18 Please express your level of satisfaction
regarding the following
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Particulars
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Highly Satisfied
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Satisfied
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No Opinion
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Dissatisfied
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Highly
Dissatisfied
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Job
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Salary
/ Wage
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Employees
attitude
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Working
conditions
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Complaints
handling mechanism
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Food
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Accommodations
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Thank
you…
