Emp Satisfaction - LG-1

INTRODUCTION
Employee satisfaction has been defined as a function of perceived
performance and expectations. It is a persons’ feeling of pleasure or
disappointment resulting from comparing a products’ outcome to his/her
expectations. If the performance falls short of expectations, the employee is
dissatisfied and if it matches the expectations, the employee is satisfied. A high
satisfaction implies improvement in efficiency and performance doing work
or service. The process is however, more complicated then it appears. It is
more important for any organization to offer high satisfaction, as it reflects
high loyalty and it will not lead to switching over once a better offer comes in.
CONCEPT
Employee satisfaction is the terminology used to describe whether employees
are happy and contented and fulfilling their desires and needs at work. Many
measures meaning that employee satisfaction is a factor in employee
motivation, employee goal achievement, and positive employee morale in the
workplace.
As per Vroom “Employee Satisfaction is a positive orientation of an individual
towards a work role which he is presently occupying”
Employee satisfaction is a measure of how happy workers are with their job
and working environment. Keeping morale high among workers can be of
tremendous benefit to any company, as happy workers will be more likely to
produce more, take fewer days off, and stay loyal to the company. There are
many factors in improving or maintaining high employee satisfaction, which
wise employers would do well to implement. Employee satisfaction, while

generally a positive in organization, can also be a bad luck if mediocre
employees stay because they are satisfied with your work environment.
Many experts believe that one of the best ways to maintain employee
satisfaction is to make workers feel like part of a family or team. Holding office
events, such as parties or group outings, can help build close bonds among
workers. Many companies also participate in team-building retreats that are
designed to strengthen the working relationship of the employees in a non-
work related setting. Camping trips, paintball wars and guided backpacking
trips are versions of this type of team-building strategy, with which many
employers have found success.
Of course, few workers will not experience a boost in morale after
receiving more money. Raises and bonuses can seriously affect employee
satisfaction, and should be given when possible. Yet money cannot solve all
morale issues, and if a company with widespread problems for workers
cannot improve their overall environment, a bonus may be quickly forgotten
as the daily stress of an unpleasant job continues to mount.
If possible, provide amenities to your workers to improve morale. Make
certain they have a comfortable, clean break room with basic necessities such
as running water. Keep facilities such as bathrooms clean and stocked with
supplies. While an air of professionalism is necessary for most businesses,
allowing workers to keep family photos or small trinkets on their desk can
make them feel more comfortable and nested at their workstation. Basic
considerations like these can improve employee satisfaction, as workers will
feel well cared for by their employers.

The backbone of employee satisfaction is respect for workers and the job
they perform. In every interaction with management, employees should be
treated with courtesy and interest. An easy avenue for employees to discuss
problems with upper management should be maintained and carefully
monitored. Even if management cannot meet all the demands of employees,
showing workers that they are being heard and putting honest dedication into
compromising will often help to improve morale.
Satisfaction being a continuous process starts from the day 1 and gets
reinforced with time depending on the importance of the various factors
considered to be important for the individual employee. Loyalty towards the
organization starts to develop when the employee continues to get the
positive reinforcements on various important aspects for the duration of the
employment.
1.1.1 Core Values as a Foundation of Employee Satisfaction:
These are the values that have enabled employees to build the leading
company in industry; these are the values that will fuel employees’ worldwide
growth in the coming years; and these are the values that will drive
employees’ career:
• Professionalism – Demonstrating professional methods, character and
standards. Treating prospects, clients and co-workers generously and
charitably at all times, but especially in the face of adversity.
• Enthusiasm – Showing excitement, optimism and passion for your
work.
• Resourcefulness – Acting effectively and imaginatively to produce
great results from scarce resources.

• Self-directedness – Working independently and autonomously to
achieve the goals set by management.
• Ethics – Acting in accordance with the accepted principles of right and
wrong that govern the conduct of our profession.
• Unselfishness – Putting others before yourself, giving your time and
effort for prospects, clients and co-workers. Showing cooperative effort
as the member of a group to achieve a common goal.
• Strategic-mindedness – Suggesting and implementing long-term
improvements springing from a sequence of short-term tasks.
1. OBJECTIVES OF STUDY:
i. To Measure the satisfaction levels of employees on various factors and
give suggestions for improving the same.
ii. To study the relationship between the personal factors of the employee
(Gender, Designation, Qualification, Age, and Years of Service in a
company) with satisfaction level.
iii. To derive and analyze the current satisfaction level of the employees in
the company
iv. To study the various factors which influencing employee satisfaction.
2. NEED FOR THE STUDY:
The employee satisfaction is the orientation of the industry towards his work
role, which he is presently playing. The organization will only thrive and
survive when its employees are satisfied.

This makes person says completely that he is fully satisfied with the job. This
study conducted so that the employees give their full, honest and frank
opinion by remaining anonymous about how they feel about their jobs.
The survey is also useful way to assess the training needs and also a tangible
expression of the management’s interest in the employee welfare, which
would give the employee a cause to have and feel better towards the
management.
3. SCOPE OF THE STUDY:
Scope of the study is to carry out the study of the employee satisfaction at
company and assess the employee satisfaction level in present competitive
environment of Industry to help knowing and reading of the minds of the
current generation professionals regarding their Company Culture,
Compensation, Work atmosphere, Management support, Job satisfaction,
performance appraisal and Career growth opportunities. This study refers
employee satisfaction of Employees at LG. Employees are the basis of every
organization. Recruiting and retaining knowledgeable people for the job is
essential for an employer. But it works only if employee satisfaction is
considered more important because of it employees attracted and not leave
the company. It is require studying the various factors to assess employee
satisfaction level.
4. RESEARCH METHODOLOGY:
The methodology followed for conducting the study includes the specification
of research design, sample design, questionnaire design, data collection and
statistical tools used for analyzing the collected data.

RESEARCH DESIGN: The research design used for this study is of the
descriptive type. Descriptive research studies are those studies which are
concerned with describing the characteristics of a particular individual or a
group.
POPULATION: The total element of the universe from which sample is
selected for the purpose of study is known as population. The population of
my research is the employees of company.
SAMPLE SIZE: All the items consideration in any field of inquiry constitutes a
universe of population. In this research only a few items can be selected form
the population for our study purpose. The items selected constitute what is
technically called a sample. Here out sample size is 50 employees from the
total population to conduct the study.
DATA COLLECTION:
The study uses both primary and secondary data.
Primary data was collected through
 Questionnaire
 Interview with various employees of
 By observation method.
The Questionnaire consists of 18 elements has been administered to sampled
respondents. This was included for simplicity and better understanding of the
respondents keeping their levels of knowledge in mind Secondary data is
collected from.
 Annual reports of LG.
 Policy guidelines
 Journals and books etc...

5. LIMITATIONS OF STUDY:
Each and every task has certain limitations and hurdles in the course of its
performance. But this does not mean that the task should stick up whenever
certain limitations come up. The need is to try one’s level best to solve
incoming limitations. Few limitations of the project are enumerated below:
• This study is only limited to this company.
• The method of random sampling is suitable for small populations only.
• To create good image, respondents may give responses vary from the
facts.
• Some respondents hesitated to give the actual situation; they feared that
management would take any action against them.
• It does not ensure proportionate representation to all constituent group
of population.
• I was able to cover only those employees who were currently working
in the company.

COMPANY PROFILE
HISTORY:-
The trajectory of LG Electronics, its growth and diversification, has always
been grounded in the company ethos of making our customers' lives ever
better and easier-happier, even-through increased functionality and fun. Since
its founding in 1958, LG Electronics has led the way to an ever-more advanced
digital era. Along the way, our constantly evolving technological expertise has
lent itself to many new products and applied technologies. Moving forward
into the 21st century, LG continues to on its path to becoming the finest global
electronics company, bar none.
BRAND IDENTITY
LG is the brand that is Delightfully Smart. "Life's Good" slogan, and futuristic
logo are a great representation of what we stand for.
Global, Tomorrow, Energy, Humanity and Technology are the pillars that this
corporation is founded on; with the capital letters L and G positioned inside a
circle to center our ideals above all else, humanity. The symbol mark stands
for our resolve to establish a lasting relationship with, and to achieve the
highest satisfaction for our customers.
The letters "L" and "G" in a circle symbolize the world, future, youth,
humanity, and technology. Our philosophy is based on Humanity. Also, it
represents LG's efforts to keep close relationships with our customers around

the world. The symbol mark consists of two elements: the LG logo in LG Grey
and the stylized image of a human face in the unique LG Red color. Red, the
main color, represents our friendliness, and also gives a strong impression of
LG's commitment to deliver the best. Therefore, the shape or the color of this
symbol mark must never be changed.
Our logo is the fundamental visual expression used to identify LG. It expresses
the quality and sophistication that is the hallmark of our products. It is simple,
modern and distinctive. Consistent and proper usage of the logo is absolutely
essential. The logo is symbolic of our steadfast reputation for excellence;
therefore, any variation of the logo diminishes the visual identity of LG
Electronics and its products.
VISION OF LG:
 Management Based on Esteem for Human Dignity
Human Value each Individual.
Dignity Capitalize on Individual competencies, Respect for personal
aspiration.
Esteem People are of the origin of all values. By developing people we
improve the organizations clear tasks and fair treatment.
 LOOKING AHEAD Our Millennium Commitment
On the way to becoming the Best Global Organization we are promising:
 DIGITAL TECHNOLOGY LEADERSHIP: The new millennium sees the
birth of the Digital Technology at LGEIL-TL2006 (Technology
Leadership), which offers customers easy to use, very affordable, and
technologically ingenious "Champion Products".

 GLOBALISATION: 70 % of its total revenues are from overseas. 54
subsidiaries carry out manufacturing, sales and marketing, logistics,
R&D and the customer services in key geographical sites worldwide.
 CREATING VALUE FOR THE PEOPLE: LG extends a warm hand to
contribute to the world community; to touch the hearts of the
customers, friends, shareholders, employees, partners and subsidiaries
at home and abroad. We create value help people realize their dreams of
a better life.
LG Electronics continues to pursue its 21st
century vision of becoming a
worldwide leader in digital—ensuring customer satisfaction through
innovative products and superior service while aiming to rank among the
world’s top three electronics, information, and telecommunications firms by
2010.
On our way, we hold tight to a philosophy of "Great Company, Great People,"
underscoring our belief that only great people can create a great company.
LG strives for greatness in what we've identified as our three core capabilities:
Product Leadership, Market Leadership, and People Leadership—each
strength a key part of realizing our growth strategies for "fast innovation" and
"fast growth".
LG Electronics is pursuing the vision of becoming a true global digital leader,
attracting customers worldwide through its innovative products and design.
The company’s goal is to rank among the top 3 consumer electronics and
telecommunications companies in the world by 2010. To achieve this, we have
embraced the idea of “Great Company, Great People,” recognizing that only
great people can create a great company.

CORE CAPABILITIES
Product leadership refers to the ability to develop creative, top-quality
products, using specialized new technologies.
Market leadership refers to the ability to achieve top ranking, worldwide,
thanks to a formidable market presence in countries across the globe.
People leadership refers to the market dominance achieved by selecting and
nurturing talented team players able to internalize and execute innovation
across the board.
OBJECTIVES OF COMPANY
LG Electronics (LG), a major player in the global flat panel display market,
recently announced business strategies and goals for its display business at
IFA International 2009 in Berlin, Germany.
 Competition has intensified since the flat panel TV industry has
fully matured,' said Simon Kang, President and CEO of LG
Electronics Digital Display Company, during a press conference at
IFA.
 we are confident that focused, localized marketing activities
emphasizing our products, which embody the perfect
harmony of design and technology, will separate us from our
competitors.'
 LG has established itself as a premium brand by systematically
focusing on brand marketing activities, for its products which
balance stylish design and smart technology.

 The company plans to invest in marketing and will take a
segmented, regional approach. LG plans to reinforce partnerships
with premium distributors and centralize brand marketing
activities in developed markets such as North America and
Europe.
 In contrast to assembly line manufacturing, cell assembly allows
one person to assemble a TV from start to finish
 LG will maximize its return on invested capital through
outsourcing, innovative manufacturing technology, and an
advanced supply chain management system.
MANAGEMENT SYSTEM
When LG Electronics removed the Circulating Investment Structure of its
affiliated companies (through the launch of a holding company system), this
enabled the holding company to take full charge of investments. Consequently,
LG Electronics has been able to focus on its own businesses while increasing
the overall value of the Company. This corporate governance structure has
laid the groundwork for increasing managerial transparency. Through a
responsible management system comprising of the CEO of LG Electronics and
a Board of Directors, we are taking huge steps in strengthening our
competitiveness at both the domestic and international level, in order to
maximize corporate and shareholder value.
Board of Directors
LG Electronics' Board of Directors maintains independence from its
management and major shareholders. Currently, the Board has a total of

seven directors, four of whom are outside directors. To ensure that external
directors are appointed fairly and independently, the "External Director
Recommendation Committee," comprised of one in-house director and one
external director, nominates external directors following close examination of
their qualifications. These outside directors are then voted on at the next
shareholders' meeting.
Committees
The BOD is supported by three Board Committees. They are the Audit
Committee, the Outside Director Candidate Recommendation Committee and
the Management Committee. The Audit Committee consists of three Outside
Directors, and is responsible for examining corporate financial records and
accounting to ensure compliance with the accounting laws and transparency.
The Management Committee reviews and determines the agendas delegated
by the BOD and ordinary management activities. In 2010, the Management
Committee reviewed a total of 52 agendas.
Evaluation and Compensation
Compensation for the BOD members is made within regulations pertaining to
BOD compensation that has been approved at the General Shareholder's
Meeting. The evaluation of management and executives of LGE is held
annually. Top management and executives are evaluated to determine
whether they have set and achieved challenging goals, whether their job
objectives composed of quantitative and non-quantitative factors were
achieved, as well as their capability through fair and objective process, and
appropriate compensation corresponding to the outcome of the evaluation is
determined.

Key Executives for LG Electronics India Pvt. Ltd.
Mr. Soon H. Kwon
Managing Director and Director
Mr. Y. V. Verma
Chief Operating Officer
Mr. Chandramani M. Singh
Product Chief and Head of Consumer Electronics
Mr. R. Manikandan
Business Group Head of Digital Display & Storage
Mr. V. Ramachandran
Head of Strategy
Compensation as of Fiscal Year 2012.
ORGANIZATION
Take a look at LG Electronics’ organization information, including our global
operations.

1. Whenever needed I am given guidance on my aspirations by my
manager.
S Option
s
No. Of
Respond
ents
Percenta
ge
Total
Percentag
e
1 Agree 45 90% 90%
2 Disagree 3 6% 6%
3 Neutral 2 4% 4%
Total 50 100% 100%

INTERPRETATION:
The response regarding the guidance on his/her aspirations provided
by the manager is analyzed as follows, 90% of respondents are satisfied,
only 6% are not satisfied and 4% are neutral.
2. I have opportunities to express my concerns to my manager.
S Respo
nse
No. Of
Respond
ents
Percenta
ge
1 Agree 42 84% 84%
2 Disagree 3 6% 6%
3 Neutral 5 10% 10%
0
20
40
60
80
100
Agree Disagree Neutral
No. Of Respondents
Percentage

Total 50 100% 100%
0
10
20
30
40
50
60
70
80
90
No Of Respondents
Percentage
INTERPRETATION:
The analysis of the response indicates that 84% of the respondents feel
that there will be certain conditions to express their concerns to the
manager and remaining 6%of the respondents are not satisfied in the
organization and 10% are neutral.
3. I have opportunities to express my feedback through formal
mechanisms like ideal junction / small group meetings etc..,.
S Respon
se
No. Of
Respond
ents
Percenta
ge
1 Agree 50 100% 100%
2 Disagree 0 0% 0%
3 Neutral 0 0% 0%
Total 50 100% 100%

0
20
40
60
80
100
120
No. Of Respondents
Percentage
INTERPRETATION:
The analysis of the responses indicates that 100% of employees feel that
there are opportunities to express their feedback.
4. Sufficient learning Opportunities (On the Job Training, off the Job
Training …etc) are offered by my Manager, to Develop and
improve my necessary skills.
S Resp
onse
No. Of
Respo
ndents
Percenta
ge
1 Agree 44 88% 88%
2 Disagree 3 6% 6%
3 Neutral 3 6% 6%
Total 50 100% 100%

0
20
40
60
80
100
No. Of
Respondents
Percentage
INTERPRETATION:
that there will be certain conditions to express their concerns to the
manager and remaining 6%of the respondents are not satisfied in the
organization and 6% are neutral.
5. The culture and environment delight me very well.
S Resp
onse
No. Of
Respon
dents
Percenta
ge
1 Agree 50 100% 100%
2 Disagree 0 0% 0%
3 Neutral 0 0% 0%
Total 50 100% 100%
0
20
40
60
80
100
120
No. Of Respondents
Percentage

INTERPRETATION:
The analysis of the response indicates that 100% of the respondents
feel that the culture and the environment of the organization delight
them very well social.
6. My manager ensures that I am provided with all requisite
technical resources (desktop with requisite tools, soft ware
etc...) for performing my work.
S Respo
nse
No. Of
Respon
dents
Percenta
ge
1 Agree 50 100% 100%
2 Disagree 0 0% 0%
3 Neutral 0 0% 0%
Total 50 100% 100%

0
20
40
60
80
100
120
No. Of Respondents
Percentage
INTERPRETATION:
that they were provided with requisite technical resources.
7. I am provided flexibility to manage my work life balance by my
manager.
S Respo
nse
No. Of
Respond
ents
Percenta
ge
1 Agree 24 48% 48%
2 Disagree 6 12% 12%
3 Neutral 20 40% 40%
Total 50 100% 100%

0
10
20
30
40
50
60
No. Of Respondents
Percentage
INTERPRETATION:
that they were provided flexibility to manage work life balance, 12% of
the respondents were not at satisfied level and remaining 40 % are
neutral.
8. I feel respected in my team.
S Respon
se
No. Of
Respond
ents
Percenta
ge
1 Agree 50 100% 100%
2 Disagree 0 0% 0%
3 Neutral 0 0% 0%
Total 50 100% 100%

0
20
40
60
80
100
120
No. Of Respondents
Percentage
INTERPRETATION:
that they were very much respected in the team.
9. I am provided with all facilities and that I give my best to my
work.
S Respon
se
No. Of
Respond
ents
Percenta
ge
1 Agree 50 100% 100%
2 Disagree 0 0% 0%
3 Neutral 0 0% 0%
Total 50 100% 100%

0
20
40
60
80
100
120
No. Of Respondents
Percentage
INTERPRETATION:
10. I feel delighted to work in this organization.
S Respon
se
No. Of
Respond
ents
Percenta
ge
1 Agree 50 100%
2 Disagree 0 0% 0%
3 Neutral 0 0% 0%
Total 50 100% 100%

0
20
40
60
80
100
120
No. Of Respondents
Percentage
INTERPRETATION:
11. My circle / team make me feel a part of it.
S Respon
se
No. Of
Respond
ents
Percenta
ge
1 Agree 45 90% 90%
2 Disagree 0 0% 0%
3 Neutral 5 10% 10%
Total 50 100% 100%

0
10
20
30
40
50
60
70
80
90
100
No. Of Respondents
Percentage
INTERPRETATION:
very happy with their circle/team mates and remaining 10% are neutral
12. My manager encourages team work.
S Respon
se
No. Of
Respond
ents
Percenta
ge
1 Agree 28 56% 56%
2 Disagree 6 12% 12%
3 Neutral 16 32% 32%
Total 50 100% 100%

0
10
20
30
40
50
60
No. Of Respondents
Percentage
INTERPRETATION:
The analysis of the response indicates that 56% of the respondents are
agreed that his/her manager encourages team work, 12% of them are at
a bit of satisfaction level and 32% of the neutral.
13. There is an increased job satisfaction and morale among
employees.
S Respon
se
No. Of
Respond
ents
Percenta
ge
1 Agree 46 92% 92%
2 Disagree 0 0% 0%
3 Neutral 4 8% 8%
Total 50 100% 100%

0
10
20
30
40
50
60
70
80
90
100
No. Of Respondents
Percentage
INTERPRETATION:
that there is an increased job satisfaction and morale among employees
and remaining 8% of the Neutral.
14. I feel there is great relationship between the employees and
between the employee and the management.
S Respon
se
No. Of
Respond
ents
Percenta
ge
1 Agree 33 66% 66%
2 Disagree 2 4% 4%
3 Neutral 15 30% 30%
Total 50 100% 100%

0
10
20
30
40
50
60
70
No. Of Respondents
Percentage
INTERPRETATION:
that there is a great relationship between co-workers and management,
4% of the respondents were not satisfied at that level and remaining 30%
are neutral.
15. The management ensures employee as a valuable asset in the
organization.
S Respon
se
No. Of
Respond
ents
Percenta
ge
1 Agree 28 56% 56%
2 Disagree 2 4% 4%
3 Neutral 20 40% 40%
Total 50 100% 100%

0
10
20
30
40
50
60
No. Of Respondents
Percentage
INTERPRETATION:
clearly stated that the management ensures employee as a valuable
asset of an organization, 4% are no satisfied and 40% are neutral.
16. Performance appraisal plays a key role in the organization
S Respon
se
No. Of
Respond
ents
Percenta
ge
1 Agree 50 100% 100%
2 Disagree 0 0% 0%
3 Neutral 0 0% 0%
Total 50 100% 100%
s

0
20
40
60
80
100
120
No. Of Respondents
Percentage
INTERPRETATION:
clearly stated that the management ensures employee as a valuable
asset of an organization.
17. Are you satisfied with performance appraisal system that helps in
developing your career?
S Respon
se
No. Of
Respond
ents
Percenta
ge
1 Agree 50 100% 100%
2 Disagree 0 0% 0%
3 Neutral 0 0% 0%
Total 50 100% 100%

0
20
40
60
80
100
120
No. Of Respondents
Percentage
INTERPRETATION:
satisfied with the performance appraisal systems will develop the
career growth.
18. Incentives should be given for those who complete their project
in time.
S Respon
se
No. Of
Respond
ents
Percenta
ge
1 Agree 50 100% 100%
2 Disagree 0 0% 0%
3 Neutral 0 0% 0%
Total 50 100% 100%

0
20
40
60
80
100
120
No. Of Respondents
Percentage
INTERPRETAT
:
that there is a great relationship between co-workers and management.
19. Incentives are really necessary for increasing employee morale.
S Respon
se
No. Of
Respond
ents
Percenta
ge
1 Agree 50 100% 100%
2 Disagree 0 0% 0%
3 Neutral 0 0% 0%
Total 50 100% 100%

0
20
40
60
80
100
120
No. Of Respondents
Percentage
INTERPRETATION:
that there is a great relationship between co-workers and management.
CONCLUSION
 As they have many clients there should be transfer of employees after
the project completion to another project that is the change of the topics
as the training classes are given to everyone. Training classes helps the
employees to remember the languages and so it will not be difficult to
them when there will be the transfer of the project.
 Communication is very good between the employees. They share their
ideas, views and help the juniors when they have any doubts regarding
their tasks. They have outings, centurion meets and many recreation
programmes just to re-energize their employees before they are
assigned into other project.
 There is high employee retention in the organization. The employees
are looking out for better opportunities and so there is continuous
process of appointments in the organization the management is taking
necessary steps to keep their employees satisfied.

BIBLIOGRAPHY
BOOKS: -
STEPHEN P. ROBBINS: ORGANISATIONAL BEHAVIOUR
FRED LUTHANS: ORGANISATIONAL BEHAVIOUR
KOTHARI C.R: RESEARCH METHODOLOGY
WEB SITIES: -
WWW.GOOGLE.COM
WWW.BUSSINESSRANKS.COM
ANNEXURE
QUESTIONNAIRE
1. Whenever needed I am given guidance on my aspirations by my manager?
(a) Strongly Agree (b) Agree (c) Disagree
(d) Strongly Disagree (e) Neutral
2. I have opportunities to express my concerns to my manager?
3. I have opportunities to express my feedback through formal mechanisms
like ideal junction / small group meetings etc..,.
4. Sufficient learning Opportunities (On the Job Training, off the Job Training
…etc) are offered by my Manager, to Develop and improve my necessary skills.

5. The culture and environment delight me very well.
6. My manager ensures that I am provided with all requisite technical
resources (desktop with requisite tools, soft ware etc...) for performing my
work.
s
7. I am provided flexibility to manage my work life balance by my manager.
8. I feel respected in my team.
9. I am provided with all facilities and that I give my best to my work.
10. I feel delighted to work in this organization.
11. My circle / team make me feel a part of it.

12. My manager encourages team work.
13. There is an increased job satisfaction and morale among employees.
14. I feel there is great relationship between the employees and between the
employee and the management.
15. The management ensures employee as a valuable asset in the
organization.
16. Performance appraisal plays a key role in the organization
17. Are you satisfied with performance appraisal system that helps in
developing your career?

18. Incentives should be given for those who complete their project in time.
19. Incentives are really necessary for increasing employee morale.

Emp Satisfaction - LG-1

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