Project-Emplyee Satisfaction 1

Project Report on Employee Satisfaction at MWSC
A study on
''Employee Satisfaction''
AT
Male Water Sewerage Company (MWSC)
A project report submitted in partial fulfillment of the requirements for the award of
DIPLOMA IN OFFICE MANAGEMENT & ADMINSTRATION
Approved By: MALDIVES QUALIFICATION AUTHORITY (MQA)
Submitted By
Muaviath Adam
Index No. 13999

Batch Ma12
UNDER THE GUIDANCE OF

MR. SUBHASH KR
Ma. Light Corner #1, Kenery Magu,

Male', Republic of Maldives.
www.cyryxcollege.edu.mv
Batch MA 12 (2009 2011)
Muaviath Adam / Ma-12/cyryx collage/ Office management &
administration
OUTLINE FOR PROJECT WORK

Project subject
Name
Batch Number
Title of the project
Date of submission
Total marks
Total No. of pages
: Human Resource
: Muaviath Adam
: MA12
: Employee Satisfaction
:
: 100 marks
:
Necessary Content to be included in the project:
Title page or front page

Certificate from the organization
Certificate of approval
Declaration
Acknowledgement
Contents
Introduction (company profile and project subject)
(Importance, objective, research methodology, tools used for analysis, limitations) of study
Data analysis (Table & Chart )
(Findings, suggestion and conclusion) of study
Appendix and bibliography
Total Marks for each category

Mark Division
Mark
Allocated
Class performance
Front Page
Acknowledgement
Contents
Introduction
Importance of study
Objectives of study
Research methodology
Tools used for analysis
Limitations of study
Data analysis
Findings
Suggestions
Conclusion
Appendix & bibliography
Documentation
Project analysis
Viva
Total Marks
10
2
2
2
2
2
2
2
2
1
15
2
2
2
2
External Examiner :
Project Guide: Mr. Subhash KR
Students Signature:
40
Head of Department: Mr. Mebin Mathew
10
40
100

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Ma. Light Corner #1, KeneryMagu,

Male', Republic of Maldives.
www.cyryxcollege.edu.mv
Tel: +960 3328396 / 3320004

Fax: +960 3321012
CERTIFICATE
This is to certify that this project report entitled A study on Employee Satisfaction at Male Water
Sevarage Company Pvt Ltd (MWSC) has been prepared by Muaviath Adam under my supervision
and guidance in partial fulfillment of the requirement for the award of the Diploma in office
Management and Administration from Cyryx College.
Mr. Subhash KR
Project Guide and Senior Lecturer
School of Business - Cyryx College

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STUDENT DECLARATION
I hereby declare that this project report is prepared by me under the guidance of Mr. Subhash KR, Senior
Lecturer; School of Business is the result of my original work after undergoing study for a period of 3
months at Cyryx College in partial fulfillment of Diploma in Office Management and Administration
2009-20011 at Cyryx College.
Date:
Place: Cyryx College
Name: Muaviath Adam

Index: 13999

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Acknowledgment
It is with a deep sense of gratitude that I acknowledge the cooperation and support of Maldives Water
Sewerage company pvt ltd (MWSC). This gave me the unique privilege of completing my research
project by visiting its premises for about two months and provided me with an opportunity to complete
my project work successfully.
I am particularly grateful to Mr. Ibrahim Shameel, Mr.Yasin and Ms. Hana. It was indeed very
generous of them to spare their valuable time and to give an elaborate insight into the functioning of the
company has also to answer all my queries patiently. I sincerely express my gratitude to them.
I am indebted to Mr. Subhash KR for guiding me and helping me from the beginning to the finishing
of the project work.
I also express my sincere gratitude to the management of cyryx collage for co-operating in their best
possible manner. Most especially to my family and friends and to God, who made all things possible.

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Thank you all
Certificate from the organization

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Contents
Chapter 1
Introduction
Human resource management
Employee satisfaction
Page 10- 18
11-18
11
15-18
Chapter 2
Company profile
company over view
shareholdings
MWSC management team
business Activities
consultancy
MWSC products
project works executed
Page 19-38
2020-21
21-22
23
24
25
26-30
31-38
Chapter 3
importance of the study
objectives of the study
Page 39-40
40
40
Chapter 4
Research methodology
Introduction to Research
Data collection
Sample size
Page 41-45
41
42-44
44-45
45
Chapter 5
Tools used for analysis
Limitation of the study
Page 46-47
47
47
Chapter 6
Data analysis & interpretations
Page 48
49-74
Chapter 7
Findings
Page 75-77
76-77
Chapter 8
Suggestions
conclusions
Page 78-81
79-80
81
Chapter 9
Appendix
Bibliography
Page 82-86
83-85
86

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List of Tables
Table 1.1 shows the gender of the employee
Table 1.2 shows the age of the employees
Table 1.3 shows the department of the employees
Table 1.4 shows the duration of employees presence in the organization
Table 1.5 shows how long the employees has planned to continue their career
with organization
Table 1.6 shows the employees satisfaction level with their present position at
mwsc
Table 1.7 shows employees feeling towards the company in recognizing them as
individuals
Table 1.8 shows the flexibility of the company with regards to employees family
responsibilities
Table 1.9 shows the motivation level of the employees with regards to
companys success
Table 1.10 shows the discriminations/harassment observed by the employees
Table 1.11 shows employees view in recommending employment at mwsc to a
friend
Table 1.12 shows the satisfaction level of the employees towards their team
leader
Table 1.13 shows the satisfaction level of the employees with the
professionalism of the people whom they work with
Table 1.14 shows how secure employees feel in their job
Table 1.15 shows how satisfied employees are with their direct supervisor
Table 1.16 shows the belief of the employees in company for valuing their views
suggestions and participation
Table 1.17 shows employees view in companys performance with regards to the
working practices
Table 1.18 shows companys performance with regards to the working
environment
Table 1.19 shows companys performance with regards to the team spirit of the
people
Table 1.20 shows companys performance with regards to the morale of the
people
Table 1.21 Shows companys performance with regards to the IT facilities of the
organization
Table 1.22 Shows the satisfaction level of the employees with their remuneration
Table 1.23 shows employees satisfaction level towards their holiday and sick
benefits
Table 1.24 shows employees satisfaction level towards the company informing
them the activities
Table 1.25 shows the satisfaction level of the benefits offered by the company
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Table 1.26 Shows the satisfaction level in employees career progression at the
company thus far
List of Charts
Chart 1.1 shows the gender of the employees
Chart 1.2 shows the age of the employees
Chart 1.3 shows the department of the employees
Chart 1.4 shows how long the employees has worked for the company
Chart 1.5 shows how long the employees has planned to continue their career
with organization
Chart 1.6 shows the employees satisfaction level with their present position at
mwsc
Chart 1.7 shows employees feeling towards the company in recognizing them as
individuals
Chart 1.8 shows the flexibility of the company with regards to employees family
responsibilities
Chart 1.9 shows the motivation level of the employees with regards to
companys success
Chart 1.10 shows the discriminations/harassment observed by the employees
Chart 1.11 shows employees view in recommending employment at mwsc to a
friend
Chart 1.12 shows the satisfaction level of the employees towards their team
leader
Chart 1.13 shows the satisfaction level of the employees with the
professionalism of the people whom they work with
Chart 1.14 shows how secure employees feel in their job
Chart 1.15 shows how satisfied employees are with their direct supervisor
Chart 1.16 shows the belief of the employees in company for valuing their views
suggestions and participation
Chart 1.17 shows employees view in companys performance with regards to the
working practices
Chart 1.18 shows companys performance with regards to the working
environment
Chart 1.19 shows companys performance with regards to the team spirit of the
people
Chart 1.20 shows companys performance with regards to the morale of the
people
Chart 1.21 Shows companys performance with regards to the IT facilities of the
organization
Chart 1.22 Shows the satisfaction level of the employees with their remuneration
administration
Chart 1.23 shows employees satisfaction level towards their holiday and sick
benefits
Chart 1.24 shows employees satisfaction level towards the company informing
them the activities
Chart 1.25 shows the satisfaction level of the benefits offered by the company
Chart 1.26 Shows the satisfaction level in employees career progression at the company thus far
CHAPTER 1
Introduction

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1.1.
Introduction
1.1.1
Human Resource Management
Human resources are critical, if not handle with care, mass destructions may crop up. Hence every
businessman must have to be careful when managing, organizing, directing a work force. The human
resources of an organization consist of all people who perform its activities.
Human resource management (HRM) is concerned with the personnel policies and managerial practices
and systems that influence the workforce. In broader terms, all decisions that affect the workforce of the
organization concern the HRM function.
The activities involved in HRM function are pervasive throughout the organization. Line managers,
typically spend more than 50 percent of their time for human resource activities such hiring, evaluating,
disciplining, and scheduling employees. Human resource management specialists in the HRM
department help organizations with all activities related to staffing and maintaining an effective
workforce. Major HRM responsibilities include work design and job analysis, training and development,
recruiting, compensation, team-building, performance management and appraisal, worker health and
safety issues, as well as identifying or developing valid methods for selecting staff. HRM department
provides the tools, data and processes that are used by line managers in their human resource
management component of their job.
What makes Human Resource Management different?
What makes it different from other streams of management is the fact that Human resources
management or HRM cannot be defined by simple thumb rules, nor can it be taught or explained by
simple theories, without a grave risk of oversimplification. It requires keen observation of human traits,
sensitivity arising from emotional intelligence, and understanding of human nature like a psychologist.
The main functions of Human resource Management are;
Job Design (JD)
Job Analysis

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Human Resource Planning (HRP)
Recruitment
Selection
Hiring
Induction
Performance Evaluation
Compensation Management
Training and Development
Employee Movements
Welfare Administration
Health and safety Administration
Discipline Administration
Grievance Handling
Labor Relations
Each of these sub-streams is a more or less specialized function, yet one can say that HRM itself is more
than these entire put together.
Ideally, a Human Resource Management Department is responsible for an interdisciplinary examination
of all staff members in the workplace. This strategy calls for applications from diverse fields such as
psychology, paralegal studies, industrial engineering, sociology, and a critical understanding of theories
pertaining to post-modernism and industrial structuralism. The department bears the onus of converting
the available task-force or hired individuals into strategic business partners. This is achieved via
dedicated Change Management and focused Employee Administration. The HR functions with the sole
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goal of motivating and encouraging the employees to prove their mettle and add value to the company.
This is achieved via various management processes like workforce planning and recruitment, induction
and orientation of hired task-force and employee training, administration and appraisals
The greatest challenge of Human Resource Management
Unlike managing other resources like machines, real estate and finance, managing human beings is a
totally different ball game, simply because unlike other assets, each employee has his own goal and will
work first to attain that goal, even if it is at the cost of the goals of the organization. Thus, no employee
can ever be made to provide his optimum output for the organization unless the goals of the organization
are closely aligned with his own goals. This, in short, is the greatest challenge for all HRM experts, and
in every organization, the need is to go about it in a way which is unique and specific for that
organization.
The Changing Human Resources Role
The role of the HR professional is changing. In the past, HR managers were often viewed as the
systematizing, policing arm of executive management. Their role was more closely aligned with
personnel and administration functions that were viewed by the organization as paperwork.
When you consider that the initial HR function, in many companies, comes out of the administration or
finance department because hiring employees, paying employees, and dealing with benefits were the
organization's first HR needs, this is not surprising.
In this role, the HR professional served executive agendas well, but was frequently viewed as a road
block by much of the rest of the organization. While some need for this role occasionally remains you
wouldnt want every manager putting his own spin on a sexual harassment policy, as an example
much of the HR role is transforming itself.
HR Role: Business and Strategic Partner
In todays organizations, to guarantee their viability and ability to contribute, HR managers need to think
of themselves as strategic partners. In this role, the HR person contributes to the development of and the
accomplishment of the organization-wide business plan and objectives.
The HR business objectives are established to support the attainment of the overall strategic business
plan and objectives. The tactical HR representative is deeply knowledgeable about the design of work
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systems in which people succeed and contribute. This strategic partnership impacts HR services such as
the design of work positions; hiring; reward, recognition and strategic pay; performance development
and appraisal systems; career and succession planning; and employee development.
To be successful business partners, the HR staff members have to think like business people, know
finance and accounting, and be accountable and responsible for cost reductions and the measurement of
all HR programs and processes. It's not enough to ask for a seat at the executive table; HR people will
have to prove they have the business savvy necessary to sit there.
New HR Role
The role of the HR manager must parallel the needs of his or her changing organization. Successful
organizations are becoming more adaptable, resilient, quick to change direction, and customer-centered.
Within this environment, the HR professional, who is considered necessary by line managers, is a
strategic partner, an employee sponsor or advocate and a change mentor. At the same time, especially the
HR Generalist, still has responsibility for employee benefits administration, often payroll, and employee
paperwork, especially in the absence of an HR Assistant.

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1.1.2
Employee Satisfaction
Employees are the blood line or back born of any organization. Like human needs water and a generator
needs fuel, every organization need man power. Sometimes people around us have a certainty that in this
technical world of change, man power is less functional than Machineries. Well! I want convince all
those people who has such thinking that man power or human recourses are the most fundamental
element of any organization.
Job satisfaction, the foremost part of human resource management. It is said as the favorableness or unfavorableness with which the employee views his work. It expresses the amount of agreement between
ones expectation of the job and the rewards that the job provides. Job Satisfaction is a part of life
satisfaction. The nature of ones environment of job is an important part of life as Job Satisfaction
influences ones general life satisfaction.
Job Satisfaction, thus, is the result of various attitudes possessed by an employee. In a narrow sense,
these attitudes are related to the job under condition with such specific factors such as wages.
Supervisors of employment, conditions of work, social relation on the job, prompt settlement of
grievances and fair treatment by employer.
However, more comprehensive approach requires that many factors are to be included before a complete
understanding of job satisfaction can be obtained. Such factors as employees age, health temperature,

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desire and level of aspiration should be considered. Further his family relationship, Social status,
recreational outlets, activity in the organizations etc. Contribute ultimately to job satisfaction.
Factors influencing job satisfaction

The major factors influencing job satisfaction are presented below:
Supervision
To a worker, Supervision is equally a strong contributor to the job satisfactions well as to the job
dissatisfaction. The feelings of workers towards his supervisors are usually similar to his feeling towards
the company. The role of supervisor is a focal point for attitude formation. Bad supervision results in
absenteeism and labor turnover. Good supervision results in higher production and good industrial
relations.
Co-workers
Various studies had traced this factor as a factor of intermediate importance. Ones associates with others
had frequently been motivated as a factor in job satisfaction. Certainly, this seems reasonable because
people like to be near their friends. The workers derive satisfaction when the co-workers are helpful,
friendly and co-operative.
Pay
Studies also show that most of the workers felt satisfied when they are paid more adequately to the work
performed by them. The relative important of pay would probably changing factor in job satisfaction or
dissatisfaction.
Age
Age has also been found to have a direct relationship to level job of satisfaction of employees. In some
groups job satisfaction is higher with increasing age, in other groups job satisfaction is lower and in
other there is no difference at all.
Marital status
Marital status has an important role in deciding the job satisfaction. Most of the studies have revealed
that the married person finds dissatisfaction in his job than his unmarried counterpart. The reasons stated
to be are that wages were insufficient due to increased cost of living, educations to children etc.
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Education
Studies conducted among various workers revealed that most of workers who had not completed their
school education showed higher satisfaction level. However, educated workers felt less satisfied in their
job.
Working condition
The result of various studies shows that working condition is an important factor. Good working
atmosphere and pleasant surroundings help increasing the production of industry. Working conditions
are more important to women workers than men workers.
The state of the employee satisfaction
Although committed and loyal employees are the most influential factor to becoming an employer of
choice, it's no surprise that companies and organizations face significant challenges in developing
energized and engaged workforces.
However, there is plenty of research to show that increased employee commitment and trust in
leadership can positively impact the company's bottom line. In fact, the true potential of an organization
can only be realized when the productivity level of all individuals and teams are fully aligned,
committed and energized to successfully accomplish the goals of the organization. As a result, the goal
of every company should be to improve the desire of employees to stay in the relationship they have
with the company.
When companies understand and manage employee loyalty - rather than retention specifically - they can
reap benefits on both sides of the balance sheet i.e., revenues and costs. On the revenue side of the
balance sheet, loyal and committed employees are more likely to go "above and beyond" to meet
customer needs and are highly motivated to work to the best of their ability. Both of these traits are
crucial for continued customer commitment and ongoing revenue and growth for the company.
On the cost side, loyal employees stay longer, resist competitive job offers, do not actively look for
other employment and recommend the company to others as a good place to work. These four behaviors
positively influence the cost side of the balance sheet because they are leading indicators of employee
retention.
The longer companies keep their employees, the longer they can avoid having to pay to replace them. In
other words, rather than focusing only on retention (that is, trying to retain employees who have already
decided to leave), organizations should proactively recognize the benefits of understanding, managing
and improving employee loyalty.
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What Employers Can Do About Employee Satisfaction

In this environment for employee satisfaction, it is vitally important to know which factors most affect
employee satisfaction. You want to spend your time, money, and energy on programs, processes, and
factors that will have a positive impact on employee satisfaction. The study found that employees
identified these five factors as most important:
job security,
benefits (especially health care) with the importance of retirement benefits rising with the age of
the employee,
compensation/pay,
opportunities to use skills and abilities, and
Feeling safe in the work environment.
The next five most important factors affecting employee satisfaction were:
the employee's relationship with his or her immediate supervisor,
management recognition of employee job performance,
communication between employees and senior management,
the work itself, and
Autonomy and independence in their job.
Factors that were not strongly connected to employee satisfaction included:
the organizations commitment to a green workplace,
networking opportunities,
career development opportunities,

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paid training and tuition reimbursement programs, and
The organizations commitment to professional development.
In contrast, I ranked these ten factors as most important in employee satisfaction:
job security,
relationship with immediate supervisor,
benefits,
communication between employees and senior management,
opportunities to use skills and abilities,
management recognition of employee job performance,
job-specific training,
feeling safe in the work environment,
compensation/pay, and
Overall corporate culture.
Ive consolidated for you the results of employee satisfaction surveys and their implications for the
workplace. Most importantly, I have provided research data that defines the factors most important to
employees as you continue to seek to provide a workplace that emphasizes employee satisfaction as a
recruiting and retention tool. Use the data to your best advantage.

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CHAPTER 2
Company Profile
Company Profile

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Company Overview
There was a time when the tiny island nation of Maldives was
unknown to most parts of the world. Education was very limited,
infrastructure almost did not exist and the people didnt care much
for more. Modern lifestyle blooming across the south Asian region
did not have immediate influence on Maldives but it faded slowly
which resulted to a shift towards the modern era. Businesses in
Mal boomed and expanded to overseas which furnished the arrival
of foreign culture. Educational opportunities, basic infrastructure
and new medical facilities were made available, attracting more and
more people from the islands to settle down in Mal. This was the
initial stage of a rapid population growth in the capital city.
From the early 1980s, the increasing population of Mal relied on the islands freshwater aquifer for its
daily consumption needs. However, due to over consumption, the freshwater layer eventually depleted
leaving behind brackish and foul water that was inapt for consumption. The problem further worsened
due to the plague that spread in a fast pace due to the absence
of proper sewer system. This was during the nineties, a time
when fresh water needs of Mal elevated to a desperate level.
The remaining ground water wells were completely defiled,
making it unsafe for human use. The rainwater storage tanks
were not sufficient enough for the multiplying population.
The Maldivian government, after having a thorough study of
the situation and reviewing the applicable solutions, agreed
that the most suitable choice left was to desalinate sea water.

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Mal Water and Sewerage Company Pvt Ltd (MWSC) were

established on 1st April 1995 to carry out this task. The
principle objective of the Company has been to design, develop,
operate, manage and maintain the public water and wastewater
disposal supply systems. The very first sewer pipe laid down in
Mal stretched from the present Police Head Quarters up to
State Bank of India in Boduthakurufaanu Magu. The aim was to
provide a reliable sewer system to the whole of Mal unlike
previous attempts carried out by some private parties which had
a regular leakage problem that flooded the roads.
Employing a model that was not practiced by the SAARC region at that time, the Company took over
the responsibility of providing safe drinking water and maintaining the sewer network of Mal. With
good management and innovative use of the technology, the company is now able to pipe out
wastewater from every household in Mal. Safe drinking water is provided on a 24/7 basis, maintaining
a reasonable price which is the main source of income for the Company. Today, MWSC is a multidisciplinary Engineering Organization, dealing contracts involved in Civil, Mechanical and Electrical
Engineering. MWSC has provided on its own (own project) water supply and wastewater collection &
disposal system including laying of water pipe lines, construction of storage water tanks, pump house,
pumping system, Laying of sewer lines, construction of Catch pits, Manholes, Sewer pump stations in
Mal, Hulhumal & Villingili and other islands of the Maldives.
Shareholdings
1995 2007
Government of Maldives
70%
Maldivian
HOH Water Technology A/S
12%
Danish
Industrial Fund for Developing Countries (IFU)
18%
Danish
76%
Maldivian
HOH Water Technology A/S
12%
Danish
Industrial Fund for Developing Countries (IFU)
18%
2008-2009

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Danish
22
2010 To Present
80%
Maldivian
Hitachi Plant Technologies
20%
Japanese
30% of MWSCs share was held by two Danish

Companies, HOH Water Technology A/S and
Industrial Fund for Developing Countries (IFU) for
the past 14 years. The government of Maldives in
1992 entered into an agreement with DANIDA
about preparing a strategy plan for the water supply
in Male. The strategy plan in 1995 resulted in HOH
entering into an agreement with the Government of
Maldives about installation of a complete water supply and distribution plant in the capital Mal.
Furthermore, HOH Water Technologies provided Design, Supply, Installation and commissioning of 07
Reverse Osmosis Plants to MWSC during the 14 years at a total capacity of 10,500 cbm/day.
Hitachi Plant Technologies Ltd, (HPT) a Japanese Organization that supports infrastructure with
Environmental and Energy saving technologies now holds 20% shares of MWSC. It offers total
solutions for social and industrial infrastructure. The Company sees this new partnership as an avenue
for future development, by sharing the technological advancements with the Company through new
experiences and fresh ideas that will shape the business. Furthermore, Investments are to be made
towards efficient and cheaper power production system as MWSCs power production contributes to
more than 50% of the cost of production. Together with HPT, and its advanced technologies, researches
will be carried out to find out the most suitable solution for the Company in the future.
Financial highlights
From the inception of the Company, each year new objectives are set and achieved continuously. The
budget and the business plan is focused on expanding the company activities and cover more
geographical area and population of the country and engage more commercial activities to increase and
diversify the revenue base.

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The financial projection of the company indicates that it can manage its operational and investment
activities with internally generated funds to a larger extent and with minimal borrowings from external
sources for the contract projects and constructional activities.
The MWSC Team

With manpower of over 200 employees working currently, we encourage our employees to realize their
true potential and use their talents to succeed. Our employees embrace diversity and inclusion in the
truest sense of the word within our workplace, where performance is what really counts.
OUR Vision & Mission
Vision: To contribute to the continuous development of Maldivian Society and improve the quality of
life of its people, through the provision of safe water and sewerage services.
Mission: To provide safe water and sewerage services in the Maldives that is sustainable, affordable and
environmentally friendly.

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MWSC Management Team
Board of
directors
Managing
directors
quality assurance
Administration
Manager
Finance Manager
Supply & logistics
Business
development
Maager
Engeering
manger
Operations
Manager
Business Activities
With consistent total turnkey solution to water and wastewater requirements in terms of technological
design and construction, we have a powerful commitment to customer service with our business of
sourcing and ensuring availability of the highest service
with competitive pricing.
Our attributes adds much success to a comprehensive sales
force who are in contact with key customers daily. The
adaptation of state of the art technology has strengthened
our competence utilizing the most up to date program and
technology.
Our service type includes:
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Water service types
Wastewater service types
New water connection

Relocation of water connection
New sewer connection

Relocation of sewer
connection
Permanent disconnection
Renewal of Catch pit
Permanent disconnection
Temporary Disconnection and
Reconnection
Meter calibration test
Tap replacement
Construction meter installation
Unblocking house lateral

Oil trap inspection
Water meter replacements

Lockable valve installations
Connection and other service charges are fixed. The philosophy here is to make service charges uniform
and easy to implement. The disconnection and reconnection fee is kept high by design to serve as a
deterrent to the customer getting disconnected and ensure payment on time. However, this also has been
revised due along with water tariff in 2003.
Our sales exceeds in millions per annum by trading of water and sewer related products, provision of
consultancy services to water and wastewater related projects, renting of excess office space and by
managing and operating Villingili & K. Maafushi water production and distribution systems.
Consultancy
With our knowledge of water and wastewater operations in the Maldivian environment, we have
firsthand experience to offer reliable and effective solutions to our valued customers. Consultancy
services cover everything from the technical design, construction, supplying of equipment, installation
and even maintenance. We offer consultancy services in:
Providing total solutions to water and wastewater requirements in terms of technical design and
construction. This includes new projects as well as upgrading current systems.
Consultancy, design and installation of desalination plants and sewer treatment plants
Consultancy and design of water and sewer network systems.
Increase energy efficiency of RO systems by providing Pressure Exchangers and Variable Speed
drives in RO plants.
Design of water distribution & waste water collection system.
Design of waste water disposal system

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RO plant automation.
The company has successfully provided such solutions to resorts, government authorities and private
individuals.
Services to the Tsunami affected islands
Under the Tsunami assistance program in 2005, we provided water supply systems including
installation & commissioning of RO plants in five islands. In the islands of V. Keyodhoo, Sh. Maroshi
and Ga. Dhaandhoo, 10m3/day RO plants donated by HOH Water Technology A/S Denmark were
constructed and installed. In L. Gan and GDh. Thinadhoo, 200m3/day RO plants were installed and we
have been operating the L. Gan plant till to date. Projects awarded to the Company by the Government
of Maldives under the Tsunami Reconstruction Project will be completed during 2010, which includes
the development of sewerage facilities in the islands of Felidhoo,
Rasdhoo and Dhidhdhoo.
Workshop facility
We uphold a full fledge workshop capable for providing repair and
maintenance services required for the components of water and
wastewater systems. We also have a separate workshop unit authorized
by ITT Flygt for taking up the works of repairing and testing the
sewage pumps.
Quality Assurance
To facilitate the water quality assurance program, a fully equipped laboratory is established in MWSC
with major objectives to,
Ensure the quality of water meet the standards of WHO and MWSC
Ensure continuous improvement of water quality and taking the expectations of customers on
tastes and aesthetics
Provide reliable wastewater disposal solutions to ensure public safety while sustaining protection
to natural environment
We continually monitor physical, microbiological and chemical quality of our water. Tests are carried
out daily on piped water to check whether the water distributed meets the standards. The parameters
tested for include Chloride from Reverse Osmosis (RO) Plants & Bacteria (Total & Faecal Coliform) at
one of the sixth Depicted Sampling Points (DSP). Chlorine is checked for from all distribution lines and
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corresponding DSP. Other than these, weekly, monthly, biannual, annual & biennial tests are carried out.
We assure that the water we supply is free from hazardous pathogens and chemicals.
Joint Venture Bottling Operation
Island Beverages Maldives Pvt Ltd (IBM) is another area of the Companys operations, where MWSC
holds 51% of the share capital. IBM is a joint venture company of MWSC and Champa Brothers Pvt.
Ltd, established to produce, supply and sell bottled water in the Maldives. The Companys initial brand
TaZa, was officially launched and introduced into the market on the 7th October 2004, in sizes 500ml
and 1500ml.
Core Business Development
For the past 15 years, the Companys core business has been the provision of the very essential services
of safe water and sewerage services to the people of the Maldives. From the inception of the Company,
it has been the Companys mission to provide safe water and sewerage services that is sustainable,
affordable and environmentally friendly. Nearly 90 percent of the Companys revenue is derived from
utility services operations.
MWSC Products
Our biggest strength lies in sales, supply and services of the highest quality product range, best reflected
by our partnerships with the world leaders in their respective product line. We offer a wide range of
products that complement each other to meet our customers water and wastewater needs. And with our
recognizable brand names, customers will be confident that we have the experience and know-how to
offer complete solutions with superb quality and service. Our trade in seawater membranes, wastewater
pumps and accessories includes:
Submersible Pumps and Mixers from ITT FLYGT
As the world leader of submersible pumps, mixers and accessories ITT Flygt has been producing
products within this field since the 1940s, when Sixteen Englesson invented the first submersible
drainage pump. The company has since grown to a
worldwide corporation, operating in over 130 countries.
Throughout the last half century ITT Flygt has continued to
lead the submersible industry, with inventions such as the
submersible mixer, the submersible sewage pump, and the
banana blade mixer. Even today, ITT Flygt continues to be
the market innovator, with products such as the N-pump, which promises to revolutionize submersible
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pumping. Pumps are designed to be lightweight, yet highly wear resistant, making them an excellent
choice for construction site dewatering or flood cleanup operations.
These pumps have been engineered to give an efficient, reliable and trouble-free pumping over long
duty periods. By improving operational economy, this new series of pumps can have a dramatic effect
on the total life costs of installation. The company is certified with ISO 14001 and ISO 9001 as a
verification producing and maintaining quality.
Plastic pipe systems from WAVIN
With over 50 years of experience, Wavin is the leading supplier of
plastic pipe systems and solutions in Europe. The company provides
essentials such as plastic pipe systems and solutions for tap water,
surface heating and cooling, soil and waste, rain-and storm water,
distribution of drinking water and gas and telecom applications. Wavin
is headquartered in Zwolle (the Netherlands) and has a presence in 28
European countries with manufacturing sites in 7 of those.
Wavin Overseas is the central export organization of the Wavin Group.
It has a growing network of over 120 agents and licensed partners who
are active in Asia, Australia, Africa, Latin America, the Middle East and North America. The Wavin
Group invests considerably in the development of new products and processes.
With its own Technology and Innovation Centre (Wavin T&I), the Group is widely recognized for its
technical expertise in plastic pipe systems and solutions. The expert staff of Wavin T&I and local
companies drive innovation. The company maintains high standards of quality and is committed to
providing customers with consistent and highly professional services. The
companys ISO 9001 international certificate of quality is recognition of
this commitment.
Valves and Fittings from AVK
AVK is an international industrial Group created through the efforts of
dedicated people using advanced technology in products and processes to
achieve the highest standards of quality products and services. AVK has
achieved strong leadership positions within four segments, where the
Valves & Fittings Division manufactures products for water supply, gas
distribution, sewage treatment and fire fighting.
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Today, AVK has their own production units, sales companies, agents and license partners in more than
50 countries, and their products and services are supplied to more than 80 countries worldwide. This
global network permits close co-operation with the end-users ensuring high service and customer
satisfaction.
RO Membranes, HOH Water Technology A/S
For more than 20 years, HOH Water Technology A/S of Denmark has produced and supplied desalinated
plants for industries and public water supplies. In fact, HOH was the first company to introduce a
reverse osmosis plant with built-in energy recovery with efficiency larger than 95%. When using
traditional energy recovery systems, the energy consumption by desalination of seawater (35,000ppm) is
6 to 7kWh/m3, whereas HOH is able to guarantee an energy consumption of 3 to 4 kWh/m3. In order to
facilitate installation, many of the water treatment systems are delivered in a container, fully assembled
and thoroughly tested. This means that the cost of erecting a separate building for the system is saved
and on site costs kept at a minimum.
HOH Water Technology A/S of Denmark possesses years of experience in developing solutions that
provide private consumers, the public sector and industry with optimum water quality for various
purposes. This is the reason why their areas of activity range from the most basic technology to the
biggest industrial.
Hydranautics, USA Leading manufacturer of SW membranes
International membrane Technology Company Hydranautics and municipal systems manufacturer
Indeck have formed a partnership, in the USA, to sell systems based on the HYDRAcap capillary ultra
filtration (UF) membrane.
The SW vessels have been arranged in such a way that three vessels are side-port connected in series.
The vessels were specially fabricated so that the existing racks, feed/brine/product headers and
manifolds could be utilized as they were already fabricated and installed.
Material Stock
We maintain the material stock required for providing water supply and sewerage systems. The materials
like PVC pipes, PE pipes, UPVC pipes, PVC catch pits, HDPE manholes, Pumps, pipe fittings etc are
readily available on hand on a large scale to immediately take up the construction works. We also
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maintain our own equipments for taking up the construction works such as Excavator, trucks, diesel
Generator, dewatering pumps, butt welding machine, Electro-fusion welding machine, jetting machine
etc.
The company has policy of maintaining minimal stock for both maintenance and emergencies in all
fields of its operations. This is minimizing the stoppages that may happen due to the unavailability of
spares and materials required for all operations.
Engineering Solutions
The Company has transformed from Water and Wastewater Service Company to a multi disciplined
Engineering Company with its vision of contributing to the infrastructure development of the country
and for its own growth in operations. With the strategic advantages gained throughout the fifteen years
of experience in this field of business, the company is now a full fledge Engineering Company that can
deliver a total solution for water and waste water systems. With MWSC, the clients have the assurance
of carrying out its projects through a well, disciplined methodology, capable team of engineers, and
strategically planned work execution with a socially acceptable relationship within the community.
MWSC undertakes project contracts to provide best quality water and waste water facilities/ services.
The company provides total solutions to customers as turnkey projects. In these projects total solutions
are provided in terms of Technical design, construction, supplying of equipments and installation of
other civil structures, construction of Pump house, sewage pump stations and out fall works, including
maintenance of the Equipments / Machineries
MWSC has its own fleet of equipment like Excavators, Pickup trucks, Welding equipment & machines,
compactors, de-watering pumps etc., along with skilled labor force so as to execute projects in a
professional way. MWSC possesses the latest survey equipment & experienced survey team to carry out
the survey work during the laying & aligning the sewer pipe line. The works will be carried out in a
professional approach with due consideration of the quality of work taking into the environment aspects
as well.
In order to kick start projects early, MWSC maintains sufficient stock of materials like pipes, pipe
fittings, PE manholes, Valves, Pumps etc.

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MWSC can take up on its own, all mechanical and electrical Works including supplying of Pumps,
Pump stations, valve arrangements, required for Sewer systems. It has obtained authorization for the
supply of Best quality pipes and fittings from WAVIN, Sewage pumps/ Pump stations, etc., from FLYGT
and Valves from AVK.
MWSC possesses an in-house Technical Department, with qualified Technical and management
personnels included with Civil, Mechanical and Electrical Engineers and a team of experts to carry out
pipe jointing works &laying.
MWSC has well equipped Butt and Electro fusion welding machines, compactors, pipe testing
equipment etc. In the past years MWSC has build up a good image on private sector as well as in the
Government to make it strong; it has established contacts with reliable sub-contractors and specialist in
different disciplines.
PROJECT WORKS EXECUTED BY MWSC

Project Name: Water supply & sewerage systems HulhuMal Stage 1-Phase A,B
Client: MWSCs own project
Starting Date: January 2003
Completed Date: December 2004
Project Details:
This project consisted of construction of 2 boreholes, laying of feed water lines to RO plant,
construction of 2 Desalination plants, laying HDPE distribution water lines, construction of distribution
pump house, laying of Upvc sewer network, laying HDPE riser mains between pump stations,
construction of RCC pump stations, laying of sea outfall, construction of 750m3 capacity steel water
storage tank, construction of fire hydrants and construction of fuel tank.

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Laying of pipelines at Hulhumal
Project Name: Wastewater collection & disposal system - Bandos Island

Client: Bandos Island Resort - Maldives
Starting Date: September 2004
Project Details: The scope of this project included the

construction of wastewater collection & disposal system
consisting of Pump stations, erection of pumps and
laying of HDPE riser mains.
Wastewater collection system at Bandos
Project Name: Mal International Airport Upgrading project Phase-IV

Client: Al Kharafi & Sons, Maldives
Starting Date: September 2004
Completed Date: April 2005
Project Details: The project included construction of wastewater collection & disposal system including
fire mains.

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Laying of outfall from sewerage pump station
Project Name: Improvements of Distribution system, Mal city

Client: MWSC, Maldives
Starting Date: July 2004
Completed Date: January 2005
Project Details: The project scope consisted of replacement of water distribution pipe lines in fuel
contamination areas, Mal. The total length of pipe lines replaced was 2730m with a special type of pipe
with protected lining.
pipe
Project
network
Client:
Starting
Completed Date: August 2003
Replacement of water distribution

lines
Name:
Providing additional sewer
system in Mal (reclaimed area)
Mal Municipality
Date: August 2003
Project Details: The project was carried out for providing additional sewer network system to the
reclaimed area of Mal for a length of 1450 mts.
-Mal
Extension of additional sewer system

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Project Name: Providing wastewater collection & disposal systems at Aarah Island
Client: Ministry of Defence and National Security, Maldives
Starting Date: June 2006
Project Details: the scope of the project includes the design & construction of sewerage pump stations,
installation of pumps & fittings, electrical panels & laying sea outfalls.
Laying of outfall from sewerage pump station
Project Name: Supply, installation and delivery of water desalination plant 30TPD in ADh. Maamigili
& GA Villingili
Client: Ministry of Environment, Energy and Water
Starting Date: December 2007
Completed Date: May 2008
Project Details: Envisage the supply, delivery and installation of water desalination plant of 30TPD in
each island along with the plant house. Part of the Project that includes Building of Plant House was
completed and keys handed over and awaiting take over certificate from MHTE. Understand from
MHTE, Villingili key already handed over to Island Office and awaiting Official from Maamigili to
collect the key. Final handover Certificate is expected from MHTE after Maamigili Island has taken
charge of the key.
Plant House
at G.Alif Villingili
Plant house at ADh. Maamigili

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Project Name: Sewerage facilities to V. Felidhoo

Starting Date: August 2008
Completion Date: March 2009
Project Details: The scope of this project includes installation of pumps, panel and commissioning.
Laying of sewerage pipe network, Construction of manholes & inspection chambers, construction of
pump stations & electro mechanical works and construction of
sea outfalls. The Sewerage network length is 2,650m with 140
house connections.
Sewer pipeline
works at V. Felidho
Project Name: Sewerage facilities to AA. Rasdhoo

pump stations & electro mechanical works and construction of sea outfalls. This Sewerage network
length is 4,900m with 300 house connections.
Construction of Sump well at AA.

Rasdhoo
Project Name: Sewerage facilities to HA. Dhidhdhoo

Starting Date: November 2007
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pump stations & electro mechanical works and construction of sea outfalls. It also includes sewerage
network length of 15,150m and 1100 house connections.
Excavation to lay pipe at H.A. Dhidhdhoo
Project Name: Construction of Sewerage systems in H.Dh Kulhudhuffushi

Client: Ministry of Housing, Transport and Environment
Starting Date: July 2007
Completion Date: April 2010
Project Details: The scope of this project includes laying of uPvc sewer network of 35,000mts with
1600 house connections. It also includes Installation of pump stations, installation of manholes,
electrical panels and laying of sea outfalls.
Construction of
Kulhudhuffushi
Inauguration of
Kulhudhuffushi
Gravity
Sewer
Sewerage
Pipe
line
at
HDh.
line
at
HDh.
Project Name: Rehabilitation of water production and supply system at Maafushi

Starting Date: March 2008

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Project Details: This project was carried out by MWSC, including the Design & Construction of Plant
building, Installation of desalination plants, Electrical & mechanical works, feed water system/bore well
works, storage & distribution system, water distribution network, erection of prefabricated water tanks,
construction of tank foundations, construction of fuel tank & construction of plant house boundary wall.
The total network length is 6,125m with 235 house connections.
Foundation stone laying ceremony at K.

Maafushi
Water
Tanks
at
K.
Maafushi
Project Name: Construction of Water Production & Distribution system Gdh. Thinadhoo
lient: Ministry of Housing, Transport and Environment
Starting Date: March 2008
Project Details:Construction of plant building, Rehabilitation of desalination plants, Electrical &
mechanical works, Feed water system/bore well works, Storage & Distribution system, Water
Distribution network, Construction of water tank, Construction of tank foundation & Construction of
fuel tanks and fence.
Construction of Bore well at G.Dh. Thinadhoo
Project Name: Design and build of Potable water distribution network Gdh. Thinadhoo
Client: Ministry of Housing, Transport and Environment
Starting Date: May 2010
Completion Date: January 2011
Project Details: This is a separate agreement between MWSC and the Client to provide potable water
distribution network to the people of G.Dh. Thinadhoo. The scope of works includes excavation, laying,
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testing and backfilling of water pipes. The total length of the network is 21,301m. Material expected to
arrive in August 2010 to commence work.
Agreement signing ceremony
Project Name: Expansion of Water& Sewer

Network at Hulhumal
Completion Date: Ongoing
Project Details: This project is carried out by MWSC which includes Design and Laying of Water and
Sewer network for Map D, I, G & H, and also includes construction of sewer pump stations.
Construction of Water Network

network
Construction
of
Gravity
Sewer
Project Name: Design and installation of potable water distribution network - Thilafushi
Starting Date: June 2010
Completion Date: November 2010
Project Details: This project is carried out by MWSC which includes Design and installation of water
network, construction of boreholes, provision of pumps, electro mechanical works, modification of plant
building and 02 prefabricated water tanks.

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CHAPTER 3
Importance of the study
Objective of the study

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3.1 Importance of the study
Employee satisfaction is the most fundamental element of any organization. With the help of this
report you can pin point all the needs and wants of employees.
If employees are not treated fairly and equally the whole scenario will look ugly. This research
will help to take necessary action towards the employees.

With the help of this report organization can develop and increase the efficiency of the
employees. It will lead better productivity in the organization.

This research identified the current situation of the employees. And I can give you better
suggestion at your benefit as well the employees.

This research granted me so much extra knowledge and ideas on the field.
3.2 Objective Of the study

The following are the objectives of the present study.
To determine the level of satisfaction of the respondents regarding their job.

To study and understand the job satisfaction among the employees of The Professional
Couriers.
To study the various factors which influencing job satisfaction.
To study the relationship between the personal factors of the employee (Income,
Designation, Educational qualification, Gender, etc.,

To offer suggestions to the courier to improve their employees satisfactory level.
To find that employees are working with their full capabilities or not.
To analyze the companys working environment.
To find that they are satisfied with their job profile or not.

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CHAPTER 4
Research Methodology
Introduction to Research
Research in common parlance refers to a search for knowledge. Once can also define research as a
scientific and systematic search for pertinent information on a specific topic. In fact, research is an art of
scientific investigation.
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Research is an academic activity and as such the term should be used in a technical sense. It is defining
and redefining problems, formulating hypothesis or suggested solutions; collecting, organizing and
evaluating data; making deductions and reaching conclusions; and at last carefully testing the
conclusions to determine whether they fit the formulating hypothesis.
Research methodology is a way to systematically solve the research problem. It may be understood as a
science of studying how research is done scientifically. In it we study the various steps that are generally
adopted by a researcher in studying his research problem along with the logic behind them. It is
necessary for the researcher to know not only the research methods/techniques but also the
methodology.
Researchers not only need to know how to develop certain indices or tests, how to calculate the mean,
the mode, the median or the standard deviation or chi-square, how to apply particular research
techniques, but they also need to know which of these methods or techniques, are relevant and which are
not, and what would they mean and indicate and why. Researchers also need to understand the
assumptions underlying various techniques and they need to know the criteria by which they can decide
that certain techniques and procedures will be applicable to certain problems and others will not.
Data collection Approaches
The Quantitative data collection methods rely on random sampling and structured data collection
instruments that fit diverse experiences into predetermined response categories. They produce results
that are easy to summarize, compare, and generalize.
Qualitative Research on the other hand generates non-numerical data. It focuses on gathering of mainly
verbal data rather than measurements. Gathered information is then analyzed in an interpretative
manner, subjective, impressionistic or even diagnostic.
Types of research
Observational research:
There are many types of studies which could be defined as observational research
including case studies, ethnographic studies, ethological studies, etc.
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Correlation research:
In general, correlation research examines the co variation of two or more
variables.
True Experiments:
The true experiment is often thought of as a laboratory study. People who take part
in research involving experiments might be asked to complete various tests to
measure their cognitive abilities (e.g. word recall, attention, concentration,
reasoning ability etc.)
Quasi-Experiments:
Quasi-experiments are very similar to true experiments but use naturally formed or
pre-existing groups.
Surveys
Surveys involve collecting information, usually from fairly large groups of people, by means of
questionnaires but other techniques such as interviews or telephoning may also be used.
Questionnaires
Questionnaires are a good way to obtain information from a large number of people and/or people who
may not have the time to attend an interview or take part in experiments. Questionnaires typically
contain multiple choice questions, attitude scales, closed questions and open-ended questions. The
drawback for researchers is that they usually have a fairly low response rate and people do not always
answer all the questions and/or do not answer them correctly.
Interviews
Interviews are usually carried out in person i.e. face-to-face but can also be administered by telephone or
using more advance computer technology such as Skype.

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Interviews
Interviews are usually carried out in person i.e. face-to-face but can also be administered by telephone or
using more advance computer technology such as Skype. When conducting the interview, the researcher
might have a check list or a form to record answers. This might even take the form of a questionnaire.
Case studies
Case studies usually involve the detailed study of a particular case (a person or small group). Various
methods of data collection and analysis are used but this typically includes observation and interviews
and may involve consulting other people and personal or public records.
Data collection
For any study there must be data for analysis purpose. Without data there is no means of study.
Data collection plays an important role in any study. It can be collected from various sources. I have
collected the data from two sources which are given below:
Primary Data
Information from correspondents

Information from superiors of the organization
Used questioners to collect data
Table and charts are made to evaluated and analyze the data.
Secondary Data
Published Sources such as Journals, Government Reports, Newspapers, internet and
Magazines etc.
Official Websites are also searched to find data. Like MWSC main web site.
Why I chose questioner to collect data:

Questionnaires.

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Yield data from a broader range of people generally than interviews or focus groups.
Provide both quantitative and qualitative data.
Can be used to compare responses among identified subgroups.
Can include a wide variety of question formats, depending on the focus of the evaluation.
Increase buy-in from stakeholders when the questionnaire reflects their own experiences and issues.
Enhance credibility of the evaluation data when well-constructed and when large numbers of potential
respondents complete the questionnaire.
After analysis of data, allow broad sharing of the perspectives of large samples of stakeholder groups.
Provide a learning experience for respondents as they take the time to reflect on their experiences in
order to answer questionnaire items.
Can provide anonymity for respondents, sometimes encouraging more candid responses.
Allow respondents a window of time in which they can respond.
Sample Size:Questionnaire is filled by 21 employees of Male Water Sewerage company (MWSC).The

questionnaire was filled in the office and vital information was collected which was then subjects to:
A pilot survey was conducted before finalizing the questionnaire. One of the superior
checked the survey foams. And then it was distributed to the staffs.
After completion of survey the data was analyzed, evaluated and conclusion was drawn.
At the end, all information was compiled to complete the project report.

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CHAPTER 5
Tools uses for analyze
Limitation of the study

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5.1 Tools uses for analyze

In this research I have used tables pie charts and graphs to analyze the data. It
helps to identify and compare the data easily. Also it helps to give proper
suggestions and comments to the collected data. Pie chart makes the analyzed
data look more attractive and clear.
5.2 Limitation of the study
Got so long to get approval from the organization.

Internet access was limited to get necessary information.
Limited information.
Less time to spend with the project work
Direct communication to the organization was bit less.
Financial difficulties
Low sample size to meet an accurate study
Technical difficulties

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CHAPTER 6
Data analyze and interpretation

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Data analyze and interpretation

Analysis of data is a process of inspecting, cleaning, transforming, and modeling data with the goal of
highlighting useful information, suggesting conclusions, and supporting decision making. Data analysis
has multiple facets and approaches, encompassing diverse techniques under a variety of names, in
different business, science, and social science domains.
1.1
Gender
Total respondents
Male
Female
Total
Percentage
14
67
33
21
100
1.1
Gender
male
female
Interpretations
67% of the total employees are male

33% of the total employees are female

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1.2
Age
Total employees
4.00
14.00
2.00
1.00
0.00
21.00
Under 21
21 to 34
35 to 44
45 to 54
55 or older
total
Percentage
19
67
10
5
0
100
1.2
Age
66.67
70.00
60.00
50.00
19.05
40.00
Total respondents
Column21
30.00
20.00
4.00
14.00
10.00
9.52
4.76
2.00
0.00
1.00
Under 21
21 to 34
0.00
35 to 44
45 to 54
0.00
55 or older
Interpretations
19% of the employees are under 21

67% of the employees are 21 to 34 years

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1.3
Total
respondents
4.00
4.00
4.00
2.00
1.00
2.00
2.00
2.00
21.00
Which department do you work?

HR
Sales
Business development
Marketing
Admin
Property Maintenance
Accounts
Re-Disconnection
total
Percentage
19
19
19
10
5
10
10
10
100
1.3
Which Department u work

HR
Sales
10%
Business
Marketing
5%development10%
10%
10%
19%
Accounts
Re-Disconnection
Admin
Property Maintenance
19%
19%
Interpretations
19% of the total employees are from HR department

19% of the total employees are from sales department
19% of the total employees are from business development department
9% of the total employees are from marketing department
5% of the total employees are from Admin
9% of total employees are from Property maintenance
10% of the total employees are from accounts
10% of the total employees are from re-disconnection
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1.4
How long have you worked for MWSC
Less than six months
Two years to less than five years
Ten years or more
Less than one year
Five years to less than ten years
One year to less than two years
Total
Total
respondents
1.00
9.00
0.00
5.00
1.00
5.00
21.00
Percentage
5
43
0
24
5
24
100
1.4
How long have you worked for MWSC


24%
Ten years or more
5%
5%
43%
Less than one
year
24%
One year to less than two years
Interpretation
4% of the total respondents have been less than six months in MWSC.
43% of the total respondents have worked two years to less than five years at MWSC.
24% of the total respondents have worked less than one year at MWSC.
5% of the total respondents have worked five years to less than ten years at MWSC.
24% of the total respondents have worked one year to less than two years at MWSC.

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1.5
How long do you plan to continue your career with
MWSC
Less than a year
Five to ten years
One to two years
More than ten years
Two to five years
Dont know
Total
Total
respondents
1.00
0.00
7.00
5.00
4.00
4.00
21.00
Percentage
5
0
33
24
19
19
100
1.5
How long do you plan to continue your career with MWSC
Less than a year
Five to ten years 19%

One to two5%
years
More than ten years
Two to five years
33%
19%
Dont knw
24%
Interpretation
33% of the total respondents have planned to continue their career for one to two years with
MWSC.
24% of the total respondents have planned to continue their career for more than ten years with
MWSC.
19% of the total respondents have planned to continue their career for two to five years with
MWSC.
19% of the total respondents dont know for how long they will continue their career with
MWSC.
5% of the total respondents have planned to continue their career for less than a year with
MWSC.

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1.6
Overall how satisfied are you with your position at
MWSC
Dissatisfied
Total
respondents
0.00
Percentage
0
Satisfied
8.00
38
Somewhat dissatisfied
2.00
10
Very Satisfied
4.00
19
Neutral
Total
7.00
33
21.00
100
1.6
Overall how satisfied are you with your position at MWSC
38
40.00
35.00
30.00
25.00
20.00
15.00
10.00
5.00
0.00
33
19
10
Total respondents
8.00
0
2.00
Column21
4.00
7.00
eu
tr
al
N
Sa
tis
fie
d
Total respondents
Ve
ry
at
is
fie
d
Column21
So
m
ew
ha
t
di
ss
Sa
tis
fie
d
D
is
sa
tis
fie
d
0.00
Interpretation
19% of the respondents are very much satisfied with their position at MWSC
38% of the respondents are satisfied with their position at MWSC
33% of the respondents are neutral with their position at MWSC
10% of the people are somewhat dissatisfied with their position at MWSC

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1.7
Do you feel that employees are recognized as individuals
at MWSC
Always
Total
respondents
4.00
Usually
11.00
52
Rarely
4.00
19
Never
Total
2.00
10
21.00
100
Percentage
19
1.7
Do you feel that employees are recognized as individuals at MWSC
19%
10%
Always
Usually
19%
52%
Rarely
Neve
Interpretation
52% of the respondents feel that they are usually recognized as individuals at MWSC.
19% of the respondents feel that they are rarely recognized as individuals at MWSC.
19% of the respondents feel that they are always recognized as individuals at MWSC.
10% of the respondents feel that they are never been recognized as individuals at MWSC.

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1.8
How flexible is the company with respect to your family
responsibilities?
Total
respondents
Percentage
Very inflexible
2.00
10
Very flexible
6.00
29
somewhat inflexible
4.00
19
somewhat flexible
9.00
43
Total
21.00
100
1.8
How Flexiable is the company with respect to your family responsibilities
29
43
10
2.00
19
Total respondents
6.00
4.00
Column21
9.00
so
m
ew
ha
t
Ve
ry
in
fle
xi
bl
e
in
fle
xi
bl
e
50.00
40.00
30.00
20.00
10.00
0.00
Interpretation
10% of the total respondents feel that MWSC is flexible with respect of their family
responsibilities.
29% of the total respondents feel that MWSC is very flexible with respect of their family
responsibilities.
19% of the total respondents feel that MWSC is somewhat inflexible with respect of their family
responsibilities.

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13% of the total respondents feel that MWSC is somewhat flexible with respect of their family
responsibilities
1.9
How motivated are you to see the companys success
Very motivated
Total
respondents
11.00
Percentage
52
Not at all motivated
0.00
Not very motivated
4.00
19
Mutual
Total
6.00
29
21.00
100
1.9
How motivated are you to see the company's success

Total respondents
Column21
52.38
11.00
0.00
19.05
Very motivated
28.57
4.00
Not very motivated
6.00
Not sure
Interpretation
52% of the total respondents are very motivated to see the companys success.
19% of the total respondents are not very motivated to see the companys success.
29% of the total respondents are not sure how much they are motivated to see the companys
success.

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1.10
Have you ever observed or experienced any of the following forms
of discrimination or harassment at MWSC
Total
respondents
Percentage
Racial discrimination
0.00
Sexual harassment
1.00
Age discrimination
1.00
Sexual orientation discrimination
0.00
Gender discrimination
5.00
24
14.00
67
21.00
100
No discriminations & Harassment

Total
1.10
erved or experienced any of the following formsof the discrimination or ha

Sexual harassment
5% 5%
24%
Age discrimination

67%
No discriminations & Harassment
Interpretations
66% of the total respondents did not find any of the discriminations or harassment at MWSC.
5% of the total respondents have observed sexual harassment at MWSC.
5% of the total respondents have observed age discrimination at MWSC.
24% of the total respondents have observed gender discrimination at MWSC.

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1.11
Would you recommend employment at MWSC to a
friend?
Definitely not
Total
respondents
1.00
Percentage
5
Probably not
3.00
14
Maybe
7.00
33
Probably would
6.00
29
Definitely would
4.00
19
21.00
100
Total
1.11
Would you recomend employement at mwsc to a friend

19%
5%
14%
Definitely not
Probably not
29%
Maybe
Probably would
Definitely would
33%
Interpretation
33% of the total respondents might recommend employment at MWSC to a friend

29% of the total respondents probably would recommend employment at MWSC to a friend.
19% of the total respondents definitely would recommend employment at MWSC to a friend.
5% of the total respondents definitely would not recommend employment at MWSC to a friend.
14% of the total respondents probably would not recommend employment at MWSC to a friend.

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1.12
How satisfied are you with the leaders in your work
environment?
Total
respondents
4.00
Highly satisfied
Percentage
19
13.00
62
Highly dissatisfied
1.00
Dissatisfied
3.00
14
21.00
100
Satisfied
Total
1.12
How satisfied are you with the leaders in your work environment
70.00
61.90
60.00
50.00
40.00
Total respondents
Column21
30.00
19.05
20.00
14.29
13.00
10.00
4.76
4.00
1.00
3.00
0.00
Highly satisfied
Satisfied
Highly dissatisfied
Dissatisfied
Interpretation
62% of the total respondents are satisfied with the leaders in their working environment.
19% of the total respondents are highly satisfied with the leaders in their working environment.
14% of the total respondents are dissatisfied with the leaders in their working environment.
5% of the total respondents are highly dissatisfied with the leaders in their working environment.

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1.13
How satisfied are you with the professionalism of the
people with whom you work?
Total
respondents
Percentage
4.00
19
15.00
71
Highly dissatisfied
0.00
Dissatisfied
2.00
10
21.00
100
Highly satisfied
Satisfied
Total
1.13
sfied are with the professionalism of the people with whom
71%
Highly satisfied
Satisfied
19%
Highly dissatisfied
Dissatisfied
10%
Interpretation
71% of the total respondents are satisfied with the professionalism of the people whom with they
work.
19% of the total respondents are highly satisfied with the professionalism of the people whom
with they work.

10% of the total respondents are dissatisfied with the professionalism of the people whom with
they work.

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1.14
Total
respondents
4.00
How secure do you feel in your job?

High secure
Secure
Insecure
Total
Percentage
19
12.00
57
5.00
24
21.00
100
1.14
How secure do you feel in your job

57
60.00
50.00
40.00
Total respondents
30.00
Percentage
24
19
20.00
12.00
0.00
5.00
4.00
10.00
High secure
Secure
Insecure
Interpretations
57% of the total respondents feel secure in their job

19% of the total respondents feel high secure in their job
24% of the total respondents feel insecure in their job

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1.15
How satisfied are you with your direct supervisor?
Highly satisfied
Total
respondents
6.00
Percentage
29
11.00
52
Highly dissatisfied
0.00
Dissatisfied
4.00
19
21.00
100
Satisfied
Total
1.15
How satisfied are you with your direct supervisor

19%
Highly satisfied
Satisfied
52%
29%
Highly dissatisfied
Dissatisfied
Interpretation
52% of the total respondents are satisfied with their direct supervisor
29% of the total respondents are highly satisfied with their direct supervisor
19% of the total respondents are dissatisfied with their direct supervisor

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1.16
Do you believe that your views, suggestions and
participation are valued at MWSC?
Total
respondents
Yes
No
Total
Percentage
13.00
62
8.00
38
21.00
100
1.16
ve that your views, suggessions and participation are valued
Yes
62%
38%
No
Interpretation
62% of the total respondents believe that their views, suggestions and participations are valued
at MWSC.

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65
38% of the total respondents do not believe that their views, suggestions and participations are
valued at MWSC.
1.17
Total
respondents
3.00
Performance with regards to Working practices

Very good
Percentage
14
11.00
52
Adequate
7.00
33
Poor
0.00
Very Poor
Total
0.00
21.00
100
Good
1.17
Working Practices
52.38
33.33
Percentage
Ad
eq
ua
te
Ve
ry
Po
or
Ve
ry
go
od
14.29
11.00
3.00 7.00
1.00
2
.00
3
.00
4.00
.00
5.00
.00
1.00
2
.00
3
.00
4
5
1.00
2
.00
3
.00
4
.00
5
.00
1.00
2
.00
3
.00
4
.00
5
.00
1.00
2
.00
3
.00
4
.00
5
.00
1.00
2
.00
3
.00
4
.00
5
.00
1.00
2
.00
3
.00
4
.00
5
.00
0.00
Total
.00 respondents
1.00
2
.00
3
.00
4
.00
0.00
5
.00
00.00
1.00
2
.00
3
.00
4
.00
5
.00
1.00
2
.00
3
.00
4
.00
5
.00
1.00
2
.00
3
.00
4
.00
5
.00
1.00
2.00
3
.00
4
.00
.00
1.00
2
.00
3
.00
4
.00
55
.00
1.00
2
.00
3
.00
4
.00
5.00
1.00
2.00
3.00
4.00
5.00
1.00
2.00
3.00
4.00
5.00
1.00
2.00
3.00
4.00
5.00
1.00
2.00
3.00
4.00
5.00
1.002.003.004.005.00
1.002.00
3.004.005.00
1.002.00
3.004.00
5.00
Interpretation

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52% of the total respondents rated Companys performance with regards to working practices as
good.
adequate.
very good.
1.18
Total
respondents
8.00
Working Environment
Very good
Percentage
38
10.00
48
Adequate
3.00
14
Poor
0.00
Very Poor
Total
0.00
21.00
100
Good
1.18
Performance with regards to working environment
48%
Very good
Good
38%
Adequate
Poor
Very Poor
14%
Interpretation

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48%of the total respondents rated Companys performance with regards to the working
environment as good.
environment as very good.

environment as adequate.
1.19
Team spirit of the people you work with
Very good
Good
Adequate
Poor
Very Poor
Total
Total
respondents
10.00
2.00
7.00
2.00
0.00
21.00
Percentage
48
10
33
10
0
100
1.19
Team spirit of the peolpe you work with
Total respondents
Percentage
48
33
1010.00
10
07.00
2.00
2.00
0.00
Ve
r
Ad y P
e o
Ve qu or
ry at
go e
od
60.00
40.00
20.00
0.00

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Interpretations
48%of the total respondents rated Companys performance with regards to the team spirit of the
people who they work with as very good.

people who they work with as adequate.

people who they work with as poor.

people who they work with as good.
1.20
Morale of the people you work with
Very good
Total
respondents
2.00
Percentage
10
Good
9.00
43
Adequate
7.00
33
Poor
3.00
14
Very Poor
Total
0.00
21.00
100
1.20

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Performance with regards to morale of the people you work with
43%
Very good
Good
Adequate
10%
33%
Poor
Very Poor
14%
Interpretations
43%of the total respondents rated Companys performance with regards to morale of the people
with whom they work as good

with whom they work as adequate

with whom they work as poor

with whom they work as very good
1.21
IT facilities
Very good
Good
Adequate
Poor
Very Poor
Total
Total
respondents
4.00
3.00
10.00
4.00
0.00
21.00
Percentage
19
14
48
19
0
100
1.21

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Performance with regards to IT Facilities

48%
Very good
14%
Good
19%
Adequate
Poor
Very Poor
19%
Interpretation
48% of the total staffs rated companys performance with regards to it facilities as adequate.
19% of the total staffs rated companys performance with regards to it facilities as very good.
19% of the total staffs rated companys performance with regards to it facilities as poor.
14% of the total staffs rated companys performance with regards to it facilities as good.
1.22
Remuneration
Very good
Total
respondents
4.00
Percentage
19
5.00
24
10.00
48
Poor
2.00
10
Very Poor
Total
0.00
21.00
100
Good
Adequate
1.22
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71
Remuneration
10%
Very good
Good
48%
19%
Adequate
Poor
Very Poor
24%
Interpretation
48% of the total respondents satisfaction level with regards to remuneration is adequate
24% of the total respondents satisfaction level with regards to remuneration is good.
19% of the total respondents satisfaction level with regards to remuneration is very good.
9% of the total respondents satisfaction level with regards to remuneration is poor.
1.23
Holiday and Sick benefits
Very good
Total
respondents
6.00
Percentage
29
Good
8.00
38
Adequate
Poor
7.00
33
0.00
Very Poor
0.00
21.00
100
Total
1.23
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Holiday and sick benifits

38%
Very good
Good
Adequate
Poor
Very Poor
33%
29%
Interpretations
38% of the total respondents feel that the holiday and sick benefits are good
33% of the total respondents feel that the holiday and sick benefits are adequate.
29% of the total respondents feel that the holiday and sick benefits are very good
1.24
Keeping you informed of company activities
Very good
Total
respondents
11.00
Percentage
52
Good
4.00
19
Adequate
4.00
19
Poor
2.00
10
Very Poor
Total
0.00
21.00
100
1.24
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Keeping you informed of company activities

Very good
Good
Adequate
Poor
Very Poor
10%
19%
52%
19%
Interpretations
52% of employees satisfaction levels with the information provided by the company are very good,
19% shows good and adequate and 10% shows poor satisfaction level.
1.25
Benefits offered by The Company?
Very good
Total
respondents
4.00
Percentage
19
7.00
33
10.00
48
Poor
0.00
Very Poor
Total
0.00
21.00
100
Good
Adequate

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74
1.25
Benefits offered by the company

Very good
Good
Adequate
Poor
Very Poor
33%
48%
19%
Interpretation
48% of the employees satisfaction levels with the benefits offered by the company are adequate, 33%
shows good and 19% shows very good.
1.26
Your career progression at the Company thus far?
Very good
Total
respondents
4.00
Percentage
19
Good
7.00
33
Adequate
8.00
38
Poor
2.00
10
Very Poor
0.00
21.00
100
Total
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1.26
your career progression at the company thus far

Very good
33%
38%
Good
Adequate
Poor
19%
10%
Very Poor
Interpretations
38% of the employees satisfaction levels with regards to their career with the company thus far are
adequate, 33% show good, 19% shows very good and 10% shows poor satisfaction level.

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CHAPTER 7
Findings
Findings
More than 50% of the employees are male

More than 50% of the employees age group is 21 to 34, only few of them are in between 45 and
55. And few of them are under 21.

Majority of the respondents are having the experience in between 1-2 years and poor percentage
of employees are having above 5 years experience in this organization.

Research shows that majority of the employees have planned to continue their career with
MWSC for less than two years.

The study of research indicates that few employees are highly satisfied with their present status
at MWSC. Rests of them are just satisfied and neutrally satisfied.

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More than 50% of the employees feel that they are usually recognized as individuals at MWSC.
And some employees feel that they are not at all being recognized as individuals.
More than 40% of the employees say that MWSC is somewhat flexible with their family
responsibilities. Few employees say company is very flexible and few says company is
somewhat inflexible.
More than 50% of the employees are very much motivated to see companys success. Few of the
employees are not very motivated to see companys success.

Employees have observed and experienced gender discrimination/ harassment at MWSC.
Majority of the employees says that they might recommend employment at MWSC to a friend.
Few said they would not.

More than 50% of the employees are just satisfied. Few employees are highly satisfied with
their team leader. And few are totally not happy with their team leader.
More than 50% of the employees are just satisfied with regards to the professionalism of the
leaders, few are totally dissatisfied and a small number of people are highly satisfied.
Majority of the employees feel secure in their job. Nevertheless, few feel insecure in their job.
More than 50% of the employees are just satisfied with their direct supervisor and few are totally
dissatisfied.
Research shows that 38% of the total employees believe in that their views, suggestions and
participation are not valued at MWSC.

More than 50% of the employees said that the companys performance with regards to the
working practices is respectable. Some of them said its adequate.

More than 50% of the employees are happy with their working environment. Some of them said
its adequate.
Majority of the employees say that the team spirit of their team members is good. However, few
say its adequate.

Majority of the employees morale seems good. Nevertheless, few seems having a less
confidence in their job.

Majority of the employees rated companies it facilities as adequate. Few rated as poor.
Most of the employees satisfactory level with regards to their remuneration seems to be
adequate. Few appear to be less satisfied.

Preponderance of the employees is satisfied with the holiday and sick benefits provided by the
company. Few supposed to see as less satisfied.

More than 50% of the employees are contented with the company updating them about the
activities. And few are not happy.

It seems that majority of the employees are just satisfied with the benefits offered by the
company. They appear to be demanding more.

Majority of the employees rated their satisfactory level with regards to their career development
thus far at the company as adequate.

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CHAPTER 8
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79
Suggestions
Conclusion
8.1 Suggestions
Employees in MWSC have been served for only two years to less than five years. Which means
there is labor turn over. I would suggest that, practice anything but to stimulate the employees in
the organization. Labor turnover is a common thing happening in corporate houses. However it
creates waste of time, effort, materials and costs.
With regards to the present situation of MWSC. My research shows that majority of the
employees have planned to continue their career for less than two years. This shows that still there
is more than 50% chance to lose some highly important employees in the coming future. Hence I
would suggest that, make necessary strategies to make them stay. Like for example, give them
extra bonus, commission, or ask them about their demanding and try to full fill it as much as the
company can.
My research shows that most of the employees are not fully satisfied with their current status in
the organization. Hence, I would advise MWSC to find out the employees educations, skills and
knowledge to set the right person for the right job.
The study of research shows that employees at MWSC are usually recognized as individuals. I
would suggest MWSC to account every single work done by the employees and appreciate them
individually. This will not be cost involving, but it helps in employees motivation.
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80
It seems like company is less flexible with the employees family responsibilities. I believe that
employees will not commit their best effort on companies work (their job) if something their own
making them worry. Hence I think it will be a good idea not to be so tough on them with regards
to their family responsibilities.
Some of the employees have said that they are not motivated to see companys success. This
means at some extent they are unprovoked. Hence, I would suggest MWSC to conduct some
motivation trainings.
Some employees have observed and experienced gender discrimination at MWSC. Knowingly
and unknowingly every business makes this kind of discriminations. I would suggest MWSC to
have proper internal communications and make mutual understandings between employees.
The method of recruitment should be improved. This will reduce labour turnover as well as costs.
Promotion policy should be improved.
Management should check the performance of their employees time to time. This leads proper
maintenance of employees with regards to the companys performance. Also it will help to make
necessary strategies for managing human resources.
Overall work environment should also be improved. Management should provide a good working
environment for the employees.
Increase satisfaction and retention of employees.
Management should provide proper facilities for the employees (IT & managing tools).
Company must appoint a good team leader. Sometimes employees get bored on attaining their job
due to the attitudes of their direct supervisor or team leader.
Management must be able to update the employees with respects to companys activities.
Company should not be a barrier to the development of the employees career. Provide employees
with well-defined career paths (including a succession plan), mentors and tuition reimbursement
for job-related education.
Acknowledge non-work priorities by recognizing and responding to employees needs for
greater balance in their lives, since employees will develop loyalty for organizations that respect
them as individuals, not just as workers
Train employees, even if it makes them more attractive to the competition. Without seeing an
opportunity on the horizon, few high potential employees will stay with a company and allow
themselves to grow stagnant.

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8.2 Conclusion
This study attempts to evaluate job satisfaction of Male Water Sewerage Company. It focuses on the
relative importance of job satisfaction factors and their impacts on the overall job satisfaction of
employees. The result shows that salary, efficiency in work, fringe supervision, and co-worker relation
are the most important factors contributing to job satisfaction.
The project has given me an opportunity to interact with the Corporate Sector and to actually see how
academic teaching of the classrooms in Management is translated to reality and practice.
Undertaking this project has helped me in learning to think of atopic/subject/issue in a logical manner
and examining the issue in its totality. This has also promoted interaction with people from different
walks of life, experiences and outlooks thus giving me a broader perspective to the issue of training in
particular and the business environment in general.
Finally to conclude, I would like to submit that while pursuing this research, I learnt that it is very
important to learn the background/genesis of the topic/subject/issues first, so as to understand the
requirement/problem at hand and then consider its present status and future prospects so as to arrive at a
suggested set of solutions/recommendations/suggestions so vital to the purpose of such studies.

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CHAPTER 9
Appendix
Bibliography

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83
A study on employee satisfaction at Male Water Sewerage

Company pvt ltd (MWSC)
A. About you
1. Youre Gender
Male
Female
2. What is your age?

Under 21
21 to 34
older
35 to 44
45 to 54
55 or
3. Which department do you work?

........
4. How long have you worked for MWSC?
Ten years or more
years
Less than one year

One year to less than two
5. How long do you plan to continue your career with MWSC?

Less than a year
One to two years Two to five years
Five to ten years
More than ten years
Your
suggestion,
any........................................
if
6. Overall how satisfied are you with your position at MWSC?

Dissatisfied
Somewhat dissatisfied
Neutral
Satisfied
Very Satisfied
Your suggestions, if any
.............................................................
7. Do you feel that employees are recognized as individuals at MWSC?
Always
Usually
Rarely
Never
8. How flexible is the company with respect to your family responsibilities?
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84
Very inflexible
Very flexible
somewhat inflexible
somewhat flexible
9. How motivated are you to see the companys success

Very motivated
Not very motivated
Not sure
10. Have you ever observed or experienced any of the following forms of
discrimination or harassment at MWSC?
Sexual harassment
Age discrimination
11. Would you recommend employment at MWSC to a friend?

Definitely not
Definitely would
Probably not
Maybe
Probably would
12. How satisfied are you with the leaders in your work environment?
Highly satisfied
Satisfied
Highly dissatisfied
Dissatisfied
Your suggestions, if any......
13. How satisfied are you with the professionalism of the people with whom you
work?
Highly satisfied
Satisfied
Highly dissatisfied
Dissatisfied
Your suggestions, if any......
14. How secure do you feel in your job?
High secure
Secure
Insecure
Your suggestions, if any..............................

15. How satisfied are you with your direct supervisor?
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85
Highly satisfied
Dissatisfied
Satisfied
Highly dissatisfied
Your suggestions, if any..

16. Do you believe that your views, suggestions and participation are valued at
MWSC?
Yes
No
B. Working Environment, Methods and Equipment

How do you rate the Company's performance with regards to the following areas?
Very
good
Good
Adequat
e
Poor
Very
Poor
Working practices
Working Environment
Team spirit of the people
you work with
Morale of the people you
work with
IT facilities
Youre Suggestions, if any
C. General
How would you rate the satisfaction level of the following areas?
Very
good
Good
Adequat
e
Poor
Very
Poor
Remuneration
Holiday and Sick benefits
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86
Keeping you informed of

company activities
Benefits offered by The
Company?
Your career progression at
The Company thus far?
Youre Suggestions, if any
Bibliography
http://www.slideshare.net
http://troubleshoot4free.asterpix.com
http://www.citehr.com
http://blog.globalmanagergroup.com
http://www.experiment-resources.com
http://www.wisegeek.com
www.busreslab.com
www.humanresources.about.com
www.surveymonkey.com/mp/use-cases/employee-satisfaction-survey
www.wisegeek.com/what-is-employee-satisfaction.htm
www.inc.com/guides/201105/7-ways-to-improve-employee-satisfaction
www.managementhelp.org/humanresources/index.htm
www.mwsc.com.mv
www.ilr.cornell.edu/library/research/subjectguides/hrm.html
http://en.wikipedia.org/wiki/Human_resource_management
www.busreslab.com/tips/tipses.htm
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87
www.palgrave.com/business/nieto
http://tutor2u.net/business/people/hrm_introduction.htm

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Project Report on Employee Satisfaction at MWSC

Index No. 13999

UNDER THE GUIDANCE OF

Ma. Light Corner #1, Kenery Magu,

Project Report on Employee Satisfaction at MWSC

OUTLINE FOR PROJECT WORK

Necessary Content to be included in the project:

Title page or front page

Total Marks for each category

Project Guide: Mr. Subhash KR

Head of Department: Mr. Mebin Mathew

Muaviath Adam / Ma-12/cyryx collage/ Office management &

Project Report on Employee Satisfaction at MWSC

Ma. Light Corner #1, KeneryMagu,

Tel: +960 3328396 / 3320004

Muaviath Adam / Ma-12/cyryx collage/ Office management &

Project Report on Employee Satisfaction at MWSC

Name: Muaviath Adam

Muaviath Adam / Ma-12/cyryx collage/ Office management &

Project Report on Employee Satisfaction at MWSC

Muaviath Adam / Ma-12/cyryx collage/ Office management &

Project Report on Employee Satisfaction at MWSC

Thank you all

Certificate from the organization

Muaviath Adam / Ma-12/cyryx collage/ Office management &

Project Report on Employee Satisfaction at MWSC

Muaviath Adam / Ma-12/cyryx collage/ Office management &

Project Report on Employee Satisfaction at MWSC

Project Report on Employee Satisfaction at MWSC

Project Report on Employee Satisfaction at MWSC

Muaviath Adam / Ma-12/cyryx collage/ Office management &

Project Report on Employee Satisfaction at MWSC

Human Resource Management

Job Design (JD)

Muaviath Adam / Ma-12/cyryx collage/ Office management &

Project Report on Employee Satisfaction at MWSC

Human Resource Planning (HRP)

Training and Development

Health and safety Administration

Project Report on Employee Satisfaction at MWSC

Project Report on Employee Satisfaction at MWSC

Muaviath Adam / Ma-12/cyryx collage/ Office management &

Project Report on Employee Satisfaction at MWSC

Muaviath Adam / Ma-12/cyryx collage/ Office management &

Project Report on Employee Satisfaction at MWSC

Factors influencing job satisfaction

Project Report on Employee Satisfaction at MWSC

Project Report on Employee Satisfaction at MWSC

What Employers Can Do About Employee Satisfaction

opportunities to use skills and abilities, and

Feeling safe in the work environment.

the employee's relationship with his or her immediate supervisor,

management recognition of employee job performance,

communication between employees and senior management,

the work itself, and

Autonomy and independence in their job.

Factors that were not strongly connected to employee satisfaction included:

the organizations commitment to a green workplace,

career development opportunities,

Muaviath Adam / Ma-12/cyryx collage/ Office management &

Project Report on Employee Satisfaction at MWSC

paid training and tuition reimbursement programs, and

The organizations commitment to professional development.