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Research Problem:


What factors contribute to retain the work force at Millennium
Information Technologies (PVT) Ltd?






























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Chapter 04
Data Presentation and Analysis

4.1. Introduction
The aim of this study is to investigate the factors that affecting the employee retention in
Millennium Information Technologies (MIT). As a reputed technology-based service
provider the firm has undergone several critical problems with relating to handling human
resources of the company. Most recently the firms general operations have been interrupted
by high employee turnover. For instance, in the first half of the year 2014 MIT has
experienced an employee turnover ratio of approximately 2.4% (Refer Appendix b). Further
when considering the department wise data as shown in the table 4.1 below the employee
turnover for last 12 months beginning from July 2013 several departments have reflected
considerably high employee turnover. As an example quality controlling department has
experienced 110% employee turnover ratio on the basis of current number of employees of
the company. Technical sales and operations and admin departments also have reported with
higher employee turnover ratios 87% and 52% respectively. .

Department
No. of
Employees
Total Turnover
for the last 12
months from July
2013 %
Software engineering 304 53 17.43
Business Consultant 97 26 26.80
Project Manager 46 18 39.13
Quality Controlling 31 34 109.68
System Support 80 27 33.75
Technical Sales 15 13 86.67
Operations 60 31 51.67

Table 4.1: Employee Turnover; Division-wise; Last 12 months

Many researchers have supported that employee turnover significantly affect the companys
performance and stability in the market position. When there is a higher employee turnover
the firms are required to be researched in to the causes of such and must take remedial actions

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in order to ensure that the firm is sustained in terms of workforce and skill inventory
available to compete in the market place. Thus it can be identified that the investigating in to
the factors affecting the employee turnover in MIT is crucial for take necessary actions to
improve the productive performance. The aim of this chapter is to analyze the data collected
from the questionnaire survey conducted among the employees of the company. When
considering the employees the researcher included all managerial level, executive level and
junior level employees except the owner managers of the company since all outside managers
and executives are the employees of the context. The first section of the analysis is presenting
a department-wise demographic details analysis of the employees. The second section
analyzes the factors that have been identified as affecting the employee retention through the
previous research.

4.2.Demographic Details
Gender
As shown by the following table the work force of the company is represented by 66% male
and 61% female. This reflects that in the findings of the study the gender difference can be
reduced by representing both male and female almost equally in the sample.

Software
Engineering
Business
Consultant
Project
Management
Quality
Controlling
System
Support
Technical
Sales
Admin
Operations Total

F % F % F % F % F % F % F % F %
Male 8

61.54 6

46.15 6

46.15 11

44.00 6

46.15 18

72.00 11

44.00 66 51.97
Female 5

38.46 7

53.85 7

53.85 14

56.00 7

53.85 7

28.00 14

56.00 61 48.03

Table 4.2: Gender
However the technical sales department and software engineering department are comprised
mainly from the male employees representing low involvement of the women in these
departments.

Age Groups
Table 4.3 represents the age groups of the employees of each department. Accordingly,
software engineering department is represented mainly by 30-35 and 40-45 age groups and
30% and 23% employee belonged to these age groups respectively. Business consultant
department was represented mainly by 18-25 (39%) and 25-30 (23%) age groups. Project

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Management and quality controlling departments was represented mainly by 30-35 (31%)
and 25-30 (48%) age groups.


Software
Engineering
Business
Consultant
Project
Management
Quality
Controlling
System
Support
Technical
Sales
Admin
Operations Total

F % F % F % F % F % F % F % F %
18-25 2

15.38 5

38.46 3 23.08 5

20.00 0 - 8

32.00 4

16.00 27 21.26
25-30 2

15.38 3

23.08 1 7.69 12

48.00 4

30.77 7

28.00 3

12.00 32 25.20
30-35 4

30.77 2

15.38 4 30.77 4

16.00 3

23.08 6

24.00 6

24.00 29 22.83
35-40 2

15.38 1

7.69 3 23.08 4

16.00 4

30.77 4

16.00 4

16.00 22 17.32
40-45 3

23.08 2

15.38 2 15.38 0 - 2

15.38 0

- 3

12.00 12 9.45
45-50 0

- 0

- 0 - 0 - 0 - 0

- 5

20.00 5 3.94
Above
50 0

- 0

- 0 - 0 - 0 - 0

- 0

- 0 -
Table 4.3: Age Groups
System support department represented mainly by 25-30 and 35-40 age groups and
composition covered 31% approximately of each. Technical sales and admin operations
departments were represented mainly by 18-25 (32%) and 30-35 (24%) age groups. When
considering the total representation of the company 25% employees were belonged to the 25-
30 age groups which reflect that young blood has employed by the firm.

Marital Status
Marital status also affects the employees retention. According to the table 4.4 below
majority of the employees (56%) in the company are married and 44% employees are
unmarried. This reflected that the inferential status of the employee based on marital status
have been reduced in the factors identified through the study.


Software
Engineering
Business
Consultant
Project
Management
Quality
Controlling
System
Support
Technical
Sales
Admin
Operations Total

F % F % F % F % F % F % F % F %
Single 7 53.85 5

38.46 6 46.15 12

48.00 5

38.46 10

40.00 11

44.00 56

44.09
Married 6 46.15 8

61.54 7 53.85 13

52.00 8

61.54 15

60.00 14

56.00 71

55.91
Table 4.4: Marital Status




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Level of Education
Following table represents the level of education of the employees.


Software
Engineering
Business
Consultant
Project
Management
Quality
Controlling
System
Support
Technical
Sales
Admin
Operations Total

F % F % F % F % F % F % F % F %
School leaver 0 - 1 7.69 2 15.38 13 52.00 0 - 7 28.00 5 20.00 28

22.05
College
Degree 3 23.08 2 15.38 0 - 6 24.00 4 30.77 5 20.00 10 40.00 30

23.62
Undergraduate 2 15.38 3 23.08 5 38.46 0 - 0 - 3 12.00 2

8.00 15

11.81
Graduate 5 38.46 5 38.46 0 - 0 - 0 - 0 - 3 12.00 13

10.24
Professionally
qualified 3 23.08 2 15.38 6 46.15 6 24.00 9 69.23 10 40.00 5 20.00 41

32.28
Table 4.5: Level of Education
As shown by the table above 32% of the employees professionally qualified and there were
college degree holders and school leavers 24% and 22% respectively. Further approximately
12% employees were undergraduate reflecting that the company has allowed trainees and
students to obtain training and internship within the firm. Further 10% employees are
graduates. These statuses reflect that the employees of the company are relatively high in
educational capacity and thus the firm has a significant level of skill inventory at present.
Additionally this composition ensures the researcher that the employees are competent
enough to understand the importance of the current study and thus would have provided
reliable, accurate and valid answers for the questionnaire.

Tenure
Following table represents the duration of employment.


Software
Engineering
Business
Consultant
Project
Management
Quality
Controlling
System
Support
Technical
Sales
Admin
Operations Total

F % F % F % F % F % F % F % F %
Less than
1 Year 2 15.38 3 23.08 4 30.77 12 48.00 4 30.77 12 48.00 6 24.00 43

33.86
1-2 Years 6 46.15 4 30.77 5 38.46 8 32.00 6 46.15 6 24.00 6 24.00 41

32.28
3-5 Years 5 38.46 4 30.77 2 15.38 5 20.00 3 23.08 7 28.00 7 28.00 33

25.98
More than
5 Years 0 - 2 15.38 2 15.38 0 - 0 - 0 - 6 24.00 10

7.87
Table 4.6: Tenure

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As per above details 34% and 33% of the employees are working with the company less than
1 year and 1-2 years respectively. In the departments of engineering (46%), business
consultant (31%), project management (39%), system support (46%) the majority of
employees have been working for MIT for 1-2 years. In quality controlling and technical
sales departments 48% employees are working for less than 1 year period. Finally in admin
operations department the duration of employment is average from 1 to more than 5 years
periods by 24%. However when considering the overall organization 34%, 32% and 26%
employees have been working for MIT for less than 1 year, 1-2 years and 3-5 years
respectively.

Position of the Employees
According to Table 4.7 below 91% employees are junior employees, 21% are executives and
supervisors and 7% are managerial level employees of MIT.

F %
Junior Employee 91 71.65
Executive / Supervisor 27 21.26
Managerial 9 7.087
Table 4.7: Position of the Employees

4.3. Identifying Retention Factors
When analyzing data in order to identify the retention factors the researcher adopted the
conceptual framework and utilized likert scale to assess the degree to which the each factor
affect the employee in the company. Accordingly the factors relating to employee, to the
management of the company and to the jobs of the employee are assessed through the survey.
Following table represents the questions that represented each dependent and independent
variables of the study.








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Hypothesis Independent
Variables Question
numbers
Independent Variables
Question numbers
Factors relating to employee

Employee Motivation 18, 19
Learning work climate 4, 17
Cost effectiveness 1
Career Development 3 5
Commitment 10, 8 6
Factors relating to the management 7
Communication 12 8
Superior-subordinate relationship 14, 23 15
Training 2 25
Appropriate instructions 9, 22
Factors relating to the job
Benefits 13, 20
Flexibility 11
Recognition 21, 24

4.3.1. Factors relating to the employee
Five factors have been assessed. Accordingly following data has been collected;

Motivation
Regarding the factors affecting the employee motivation challengeable work and equality
was considered as many other factors have been considered under various dimensions of the
study. Accordingly following table represents the percentage of employees who have
responded.


Very
Large Large Medium Small
Very
Small Max Min
Std
Div
Challengeable work 12 25 23 32 8 32 8

9.82
Equality 15 35 38 12 0 38 0 16.11
Average 13.5 30 30.5 22 4
Table 4.8: Motivation

As per the above table 14% employees have stated that the extent to which the firm provides
challengeable work and fair treatment without discrimination is very large and 30% have

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stated that it is large. The highest percentage 31% has stated there is medium level degree of
challengeable work and equality is prevailing the company and 22% has stated it is small.

Learning work climate
Two factors were related; identifying and rectifying the performance of the underperformers
and the extent to which an employee is allowed to work in different places. Accordingly
following results were obtained;

Following table represents the employees agreement on the fact that the management
imitates the training need of the underperformers and arranges training facilities accordingly.
Strongly
Agree Agree Marginal Disagree
Strongly
Disagree Max Min
Std
Div
12 43 36 9 0 43 0 18.5

As per the employees responses 12% employees are strongly agree with the fact and 43%
agreed. Relatively a higher percentage of employees are marginal on the statement and there
is least number of employees who are disagreed on the fact.

Very
Large Large Medium Small
Very
Small Max Min
Std
Div
12 15 18 40 15 40 12

11.38

In addition the above table represents the degree to which employees are allowed to work in
different places. Maximum number of employees; 40% have stated that they are provided
with small opportunity to work in different places and to utilize their varying skills and
knowledge. A least number of employee; 12% have stated that they have provided with a
very large opportunity to use and gain different skills and experiences by working in different
places.

Cost Effectiveness
The cost effectiveness is related to the extent to which the employer utilizes the skills and
competencies of the employees optimally in the business operations. Accordingly as shown

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by the following table the 36% employees and 26% employees are agree and strongly agree
on the fact and only 15% employees are disagree on the fact.
Strongly
Agree Agree Marginal Disagree
Strongly
Disagree Max Min
Std
Div
26 36 23 15 0 36 0 13.5

Career Development
Two factors have been assessed. According to the table below the management and
supervisors are supportive to the employees career development. Majority of 42% has
agreed on the fact and 11% have disagreed on the fact.

Strongly
Agree Agree Marginal Disagree
Strongly
Disagree Max Min
Std
Div
12 42 35 11 0 42 0 17.7

Following table represents the ability of the employees to utilize various skills in the
company with or without getting promotions.

Very
Large Large Medium Small
Very
Small Max Min
Std
Div
12 20 18 35 15 35 12

8.92

As per the above majority of 35% have stated that they have provided with very small
opportunity to utilize varying skills that would be qualified them to be promoted and the least
12% have stated that they have very large opportunities for the same.

Commitment
Two factors were used to identify the employees commitment; whether employee would
accept a new job of another firm under the same salary and benefits and whether they are
willing to work hard.




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Strongly
Agree Agree Marginal Disagree
Strongly
Disagree Max Min Std Div
Go for new job
under same salary
and benefits 36 48 16 0 0 48 0 21.5
Willing to work
hard 16 48 32 4 0 48 0 20
Average 26 48 24 2 0


As shown by the above table majority of the employees; 48% and 36% have stated that they
would accept a job of another firm under the same salary and benefits reflecting their
turnover intention. Further only 16% have stated that they would be marginally considering
the offer. Further 48% of employees are agreed on the fact that they would work hard to
achieve higher targets of the company. 4% employees are disagreed on the fact.

4.3.2. Factors relating to the Management
Communication
One factor was considered to identify the communication between the management and
bottom line of the firm. Accordingly it was identified that there is a poor communication
between the two layers. As shown by the following table 38% majority disagreed on the fact
that the employees are provided with the opportunities to present their grievances and
suggestions on the work methods and etc. Only a total of 32% has agreed on the fact. This
reflects some amount of experienced and perceived discrimination among the employees.

Strongly
Agree Agree Marginal Disagree
Strongly
Disagree Max Min
Std
Div
14 18 24 38 6 38 6 12



Superior-subordinate relationship
To the direct question of whether there is a healthy relationship between the management and
the employee majority of 44% has stated that their feeling is marginal and 8% minority has
stated that they dont have a healthy relationship with the management.

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Strongly
Agree Agree Marginal Disagree
Strongly
Disagree Max Min
Std
Div
12 24 44 8 12 44 8 14.7

The extent to which the employees perceive that they have a comfortable workplace was
categorized under superior-subordinate dimension since the researcher suggested that the
comfort is more of a mental one and employees would feel comfort at their work place when
there is healthy and familiar bond with management and co-workers.

Very
Large Large Medium Small
Very
Small Max Min
Std
Div
5 25 35 35 0 35 0

16.58

As per the above table majority of 35% employees have stated that the extent to which they
feel comfort at their work place is small and medium and only 5% has stated that there is very
large comfort they experienced.
Training
The opportunities are provided to the employees to improve skills and abilities were
identified by the researcher as opportunities for training and development. Accordingly
following responses gathered;

Strongly
Agree Agree Marginal Disagree
Strongly
Disagree Max Min
Std
Div
14 26 36 16 8 36 8 11

As per the above majority of 36% is marginal on the statement and 8% minority is strongly
disagreed on the fact that they are provided with opportunities for training and upgrading
their skills.

Appropriate I nstructions
This was considered as reflected by two factors; the verbal instructions of the managers and
supervisors and providing quality tools and equipment and etc. Accordingly following table
represents the verbal instructions provided;


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Strongly
Agree Agree Marginal Disagree
Strongly
Disagree Max Min
Std
Div
16 26 38 20 0 38 0 13.9

As shown by the above majority of 38% is marginal on the fact that the management provides
verbal instructions and guidance to carry out the tasks and duties. Minimum of 16% are
strongly disagreed on the fact. Following table represents the extent to which the employees
are provided with top-quality tools and equipments.

Very
Large Large Medium Small
Very
Small Max Min
Std
Div
18 48 22 12 0 48 0

17.72

Accordingly 48% and 18% have agreed and strongly agreed on the fact that they are
provided with the high quality tools and equipments and only 12% have stated that they are
not provided with the same.

4.3.3. Factors relating to the J ob
Benefits
Both monetary benefits and performance based rewards and pay are considered as factors
affecting this dimension. Following table represents the agreement of the employees on the
fact that sufficient monetary benefits such as medical, insurance and incentives and etc are
provided.
Strongly
Agree Agree Marginal Disagree
Strongly
Disagree Max Min
Std
Div
24 58 6 12 0 58 0 23

Accordingly majority of 58% is agreed that they are provided with sufficient monetary
benefits and incentives. Only 12% stated that they are not sufficient to recover their needs.
Following table represents the extent to which the employees pay is linked to their pay.

Very
Large Large Medium Small
Very
Small Max Min
Std
Div
15 22 48 15 0 48 0

17.59

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48% is marginal on the fact and 15% have stated that their performance is highly linked with
the pay.

Flexibility
According to the employees, management has not provided much flexibility. Majority of 58%
have stated that the flexibility is medium and only very less amount 2% have stated that they
have a higher flexibility in their jobs.

Very
Large Large Medium Small
Very
Small Max Min
Std
Div
2 15 58 22 3 58 2

22.84


Recognition
Recognition can be gained by having a responsibility towards the teams or larger groups and
gaining social recognition. Accordingly following data were obtained;


Very
Large Large Medium Small
Very
Small Max Min
Std
Div
Responsibility towards a
team or larger unit 16 28 31 16 9 31 9

9.19
Having high social standing 18 47 35 0 0 47 0

20.96

As per the above table it can be identified that majority of 31% and 28% stated that their
responsibility is medium and large respectively. 9% stated that they gain very small
recognition. 47% stated that they are enjoying a high social standing and 35% stated that they
have a small social standing.

4.3.4. Factors relating to the Retention
Several questions were posted in order to identify the retention intention or turnover intention
that is existing within the employees. Accordingly following results were obtained;



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Strongly
Agree Agree Marginal Disagree
Strongly
Disagree Max Min Std Div
You are attempting to get an
inter-divisional transfer 16 64 20 0 0 64 16 26.23
If you get a new job in another
organization for the same
position you would have
accepted it 0 23 67 10 0 67 10 27.92
You have attempted to work in
a new organization 8 32 28 32 0 32 8 14.967
If you get a new job in another
organization for the same
salary and benefit you would
have accepted it 26 48 26 0 0 48 26 20.347
You are intended to stay in this
same organization for a
substantive period 14 28 26 32 0 32 14 13.0384


As shown by the above table it can be identified that 64% and 16% employees have agreed
and strongly agreed respectively that they are trying to get an inter-divisional transfer. 67%
employees are marginal about the fact that they would accept or reject another offer for the
same position irrespective of the salary. However 48% have agreed that if they offer with the
same package and benefits they would have accepted a job offer from another organization.
Notably 26% have strongly agreed on the fact as well. Further 40% have agreed on the fact
that they have attempted to find a new job in another firm and 32% have stated their
disagreement on the fact that they wish to retain in MIT for a substantive period of time.
Appendix

a. Questionnaire

The study on the factors contribute to retain the work force at Millennium
Information Technologies (PVT) Ltd?

Dear Sir / Madam,

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As a bachelor of University of . Im conducting a questionnaire survey to identify the
factors affecting employee retention at Millennium Information Technologies (Pvt) Ltd.
Please be corporate by filling the following sets of questions independently.

Your identity will be confidential and the participation will not make any impact on your
current employment with the company.

Thank You!

Time: 15 Minutes
Personal Profile
1. You Gender:
[ ] Male [ ] Female
Your Age Group:
[ ] 18-25 [ ] 25-30
[ ] 30-35 [ ] 35-40
[ ] 40-45 [ ] 45-50
[ ] Above 50

2. Marital Status:
[ ] Single [ ] Married
3. What is your level of education?
[ ] School leaver [ ] College Degree
[ ] Under Graduate Degree [ ] Post Graduate Degree
[ ] other (please state) ..

4. How long have you been an employee of this company?
[ ] Less than 1 Year
[ ] 1-2 Years
[ ] 3-5 Years

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[ ] More than 5 Years

5. Your Position is;
[ ] Junior Employee
[ ] Executive / Supervisor
[ ] Managerial

Division: _____________________________________








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Questionnaire



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1 Organization uses my talent in the workplace
2 Opportunities are given to improve my skills for the job
3 Supervisors/Team Leaders support employees development
4
Management imitates efforts to improve training on underperformers in
my department
5 You are attempting to get an inter-divisional transfer
6
If you get a new job in another organization for the same position you
would have accepted it
7 You have attempted to work in a new organization
8
If you get a new job in another organization for the same salary and
benefit you would have accepted it
9
Management and supervisors provide required instructions and support to
achieve performance targets on time.
10 You are willing to hard work to achieve targets of the company
11
Management allows much flexibility regarding work schedules so that
you can have a flexible work life
12
Management allows you to communicate your grievances and
suggestions about the work methods
13
The monetary benefits such as medical claims, insurance and incentives
are satisfactory
14 There is a healthy relationship between the managers and you
15
You are intended to stay in this same organization for a substantive
period
















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To what extent would there be a clear link between your performance and
your income?
17 To what extent would you have to work in different places?
18 To what extent would you have goals that are difficult to achieve?
19 To what extent would you be treated fairly without discrimination?
20
To what extent would there be potential for various roles in your career,
whether or not promotion is involved?
21 How much responsibility would you have for a team or larger unit?
22
To what extent would you have top-quality equipment or tools for the
job?
23 To what extent would you have a comfortable workplace?
24 To what extent would you have high social standing?
25 The extent to which you are attracted to the organization























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b. Employee Breakdown Structure and Turnover of each Department



Number of
Employees
No of Employees left in each Month

May-
13
Jun-
13 Jul-13 Aug-13
Sep-
13
Oct-
13
Nov-
13
Dec-
13
Jan-
14
Feb-
14
Mar-
14
Apr-
14
May-
14
Jun-
14 Jul-14
Software engineering
Software engineer 110 3 2 3 1 4 2 2 1 3 2 2 1 2 1 2
Senior Software Engineer 58 0 1 2 1 1 0 1 0 1 0 1 0 1 2 0
Team Lead 44 1 0 0 0 0 0 0 0 0 0 0 1 0 1 0
Associate Technical lead 31 0 0 0 1 0 1 0 0 0 0 0 0 1 0 2
Technical Lead 23 0 1 1 0 0 0 0 1 0 1 0 0 0 0 0
Senior Technical Lead 17 0 0 0 0 0 0 1 0 0 1 2 0 0 0 0
Associate Architect 13 0 0 0 0 0

0 0 0 0 0 0 0
Architect 8 0 0 0 0 1 0 0 1 0 0 0 0 0 1 0
Total 304 4 4 6 3 6 3 4 3 4 4 5 2 4 5 4
Business Consultant
Business Analyst 39 1 1 0 0 2 1 1 1 2 3 0 0 0 0 1
Senior Business Analyst 34 1 2 2 1 0 0 0 1 1 0 1 1 1 0 1
Consultant 17 0 0 0 0 1 0 0 0 0 0 0 0 0 1 0
Senior Consultant 7 0 0 0 0 1 1 0 0 0 0 0 1 0 0 1
Total 97 2 3 2 1 4 2 1 2 3 3 1 2 1 1 3
Project Manager
Junior Project manager 8 0 0 0 1 2 0 0 0 0 0 1 0 0 0 1
Associate Project Manager 11 1 0 1 1 0 1 0 1 0 0 0 1 1 0 0

Project Manager 13 0 1 0 0 0 0 0 0 0 0 1 1 1 0 0
Senior Project manager 9 0 1 1 0 1 1 0 0 0 0 0 0 0 0 0
Delivery Manager 5 0 0 1 0 0 0 0 0 0 0 0 0 0 0 0
Total 46 1 2 3 2 3 2 0 1 0 0 2 2 2 0 1
Quality Controlling
Quality Control engineer 22 2 1 3 2 1 2 2 1 1 1 1 2 1 2 2
Senior Quality Control
engineer 7 0 1 1 1 0 1 0 0 0 0 1 1 1 1 1
Quality Control Lead 2 0 0 1 1 0 0 1 0 1 0 0 0 0 0 1
Total 31 2 2 5 4 1 3 3 1 2 1 2 3 2 3 4
System Support
System support Engineer 48 2 0 1 2 0 1 0 1 3 2 1 2 0 2 1
Senior System support
engineer 21 1 1 1 2 0 0 1 1 0 0 0 0 2 2 1
System support lead 11 0 0 0 0 0 0 0 0 0 0 0 0 0 0 1
Total 80 3 1 2 4 0 1 1 2 3 2 1 2 2 4 3
Technical Sales
Pre-Sales Engineer 11 0 2 1 1 0 1 0 0 1 1 1 1 1 0 0
Senior Pre-sales engineer 4 0 1 0 0 0 0 1 0 1 0 0 0 1 1 1
Total 15 0 3 1 1 0 1 1 0 2 1 1 1 2 1 1
Operations
Finance 28 1 0 0 2 2 1 1 0 0 0 1 1 1 0 0
HR 24 1 1 0 0 1 1 2 3 0 0 1 1 2 0 1
Admin 8 0 1 1 0 1 0 0 1 2 1 1 2 0 0 1
Total 60 2 2 1 2 4 2 3 4 2 1 3 4 3 0 2


Grand Total 633 14 17 20 17 18 14 13 13 16 12 15 16 16 14 18
Turnover % 2.212 2.69 3.16 2.686 2.84 2.21 2.05 2.05 2.53 1.9 2.37 2.53 2.53 2.21 2.84



c. Demographic Data Analysis

F % F % F % F % F % F % F %

Software
Engineering
Business
Consultant
Project
Management
Quality
Controlling
System
Support
Technical
Sales
Admin
Operations
1. You Gender:

Male 8 61.54 6 46.15 6 46.15 11 44.00 6

46.15 18

72.00 11 44.00
Female 5 38.46 7 53.85 7 53.85 14 56.00 7

53.85 7

28.00 14 56.00

2. Your Age Group:
18-25 2 15.38 5 38.46 3 23.08 5 20.00 0 - 8

32.00 4 16.00
25-30 2 15.38 3 23.08 1 7.69 12 48.00 4

30.77 7

28.00 3 12.00
30-35 4 30.77 2 15.38 4 30.77 4 16.00 3

23.08 6

24.00 6 24.00
35-40 2 15.38 1 7.69 3 23.08 4 16.00 4

30.77 4

16.00 4 16.00
40-45 3 23.08 2 15.38 2 15.38 0 - 2

15.38 0 - 3 12.00
45-50 0 - 0 - 0 - 0 - 0 - 0 - 5 20.00
Above 50 0 - 0 - 0 - 0 - 0 - 0 - 0 -


3. Marital Status:
Single 7 53.85 5 38.46 6 46.15 12 48.00 5

38.46 10

40.00 11 44.00
Married 6 46.15 8 61.54 7 53.85 13 52.00 8

61.54 15

60.00 14 56.00
4. What is your level of
education?
School leaver 0 - 1 7.69 2 15.38 13 52.00 0 - 7

28.00 5 20.00
College Degree 3 23.08 2 15.38 0 - 6 24.00 4

30.77 5

20.00 10 40.00
Undergraduate 2 15.38 3 23.08 5 38.46 0 - 0 - 3

12.00 2 8.00
Graduate 5 38.46 5 38.46 0 - 0 - 0 - 0 - 3 12.00
Professionally qualified 3 23.08 2 15.38 6 46.15 6 24.00 9

69.23 10

40.00 5 20.00
5. How long have you been an
employee of this company?
Less than 1 Year 2 15.38 3 23.08 4 30.77 12 48.00 4

30.77 12

48.00 6 24.00
1-2 Years 6 46.15 4 30.77 5 38.46 8 32.00 6

46.15 6

24.00 6 24.00
3-5 Years 5 38.46 4 30.77 2 15.38 5 20.00 3

23.08 7

28.00 7 28.00
More than 5 Years 0 - 2 15.38 2 15.38 0 - 0 - 0 - 6 24.00

6. Your Position is;
Junior Employee 7 53.85 8 61.54 7 53.85 18 72.00 9

69.23 21

84.00 21 84.00

Executive / Supervisor 4 30.77 5 38.46 4 30.77 5 20.00 3

23.08 3

12.00 3 12.00
Managerial 2 15.38 0 - 2 15.38 2 8.00 1

7.69 1

4.00 1 4.00