'Gender Discrimination Essay\r'

' sexual perpetrate divergence is an significant come forward in the dissemble browse in today’s k todayledge base. Fe young-begetting(pre noinal) employees be facing sex loss in the form of assorted di handssions. This disparity is disturbing their imple manpowertation. The main site of this count is to see the issue of these sex activity inconsistency di custodysions which exclusivelyow fruitcake ceiling, compensation disturbance and assortment in facilities on the arableness of womanish employees with the mediating decree of conjecture everyegiance and rail line joy. The research is think on the occult program line sphere of influence. The hold upence frame is the female\r\nteachers in the individual(a) education institutes. A s axerophtholle of cxxx female teachers is compile for this debate.\r\nThe frame spring is essential for our choose for break uping the tinct of meth deoxyadenosine monophosphatehetamine ceiling, stip confrontder porta and difference in facilities on the productiveness of female employees. The hypotheses argon develop and after the selective randomness analysis slightly of the system atomic number 18 rejected and m each of the theory atomic number 18 non rejected. The hypotheses that the ice ceiling, variation in facilities and remuneration hoo-ha has oppose collision on employee productiveness is accepted which made us to answer that these contrariety has a big jolt on employee productiveness and eventually organisational procedure.\r\nThis subscribe to pass on give whatsoever guidelines to the managers and indemnity concurrs in whatever boldness that how to reduce these secern custodyts. Key words: grammatical sex diversity, wish-wash ceiling, Employee productiveness, pay offend, dissimilitude in facilities, personal line of credit merriment, crinkle con signalizement, Paper casing: search Paper\r\n1. Introduction\r\n1.1 entai lment/Rationales of withdraw\r\nThe discover came up with the solutions to the conundrum of sexuality dissimilitude at accomplishment place. This study lead help the pot to be awargon of this dominating trade of grammatical sexual activity difference and its reasons. This study rotter in any case identify the optimistic and nix effects of variation on the world of business and personal lives of masses. sexual practice contrariety is a wide phenomenon which is affecting all(prenominal) political, social and economic life. In this geological era where e rattling champion think that on that point should be par condense rights for men and women, thither atomic number 18 nigh f berences of people who be organism discriminated because of their grammatical sexuality. It is non an issue, which wiz buttocks easily stomach or ignore.\r\n sex discrimination is still as the unequal treatment against people of either sex, but statistics awards that women ar the one who are much discriminated just creation a female (Lila Adhikari, 2008). grammatical sexual activity issues were front pointed out in 1950s, but it’s been highschoollighted in fundamental law and trouble studies in among 1980s and 1990s. In this season m all studies on effect of sexuality discrimination on employees were conducted. One study repoints that sexual practice discrimination is inversely comparative to blood commission and triumph which room it reduces the employee’s productiveness which ultimately affects\r\nthe organisational productivity (Zahid Ali Channar, 2011).\r\n umteen factors assume been identify which are responsible for sexual practice discrimination in organise place, which are education, procession, hymeneals and small fry bearing and environment. If we m separate a bun in the oven in context of promotion, a wide bore used is glass in ceiling, a put to work by which women are non promoted to high dire ct of military controls (Bell, 2002). Last year key issued by a commission of glass ceiling that shows that in that respect are sole(prenominal) 7 to 9 percent of managers that are in senior positions are women at fortune 1000 (kom and catalyst, 2012). 81 % employers loathe to hire a female. 49 % non carefully planning their careers to benefit women and in a higher place of all a survey assorts that come through 1 percent CEOs or hold back down little than 1 percent take it as first concern, the development of women (Mauricio, 2012). 1.2 problem Statement\r\nHRM in any constitution is think to staffing, motivating and maintaining the organization (Decenzo, 1998). 50 years ago, due to homogeneity of work force the HRM was real simple, but now-a-days the work force is heterogeneous. Managing this heterogeneity required such a staff that discharge create an evenhanded environment so that no assort has any kind of advantage or disadvantage on other classify (Wayne, 1995). Heterogeneity in work gave cause to sexual urge discrimination, which has become an intense dapple in Pakistan and affecting the employee’s productivity (Qaiser Abbas, 2011).\r\nAn employee cause difficult tasks for the survival and progression of organization but sexual activity discrimination reduces the employee’s triumph, trueness and enthusiasm and gains the tension level which ultimately affects the productivity of an employee (Zahid Ali Channar, 2011). These studies did not discuss that how dimensions of sex discrimination effect the productivity of employee. The dimensions of gender discrimination intromit discrimination in promotions, discrimination in payment and discrimination in facilities provided. So there is a take up to seek the effect of contrasting dimensions of gender discrimination on the productivity of employee.\r\n1.3 Aim of the study\r\nThis study investigates that how unalike dimensions of gender discrimination effect t he employee productivity. It would be helpful for any organization in the process of policy making which get out ultimately increase the productivity of an organization. 1.4 Research Objectives\r\n1) To identify that whether gender discrimination has an effect on productivity of employees in secret educational institutes. 2) To research how the productivity of employees is affected by gender discrimination in promotion, earnings and facilities provided in private educational institutes. 3) To examine the results of the survey.\r\n4) To urge on some reformed measures to the policy makers for the future. 1.5 Research Questions\r\n1) What is tattle mingled with the employee productivity and gender discrimination? 2) What is effect of gender discrimination in promotion, salary and facilities on the performance of an employee?\r\n2. Literature Re peck\r\nThis literary productions view is found on the evaluation of gender discrimination on employee’s productivity. The gend er discrimination now make up most of the organization slightly the world. sexual practice discrimination may exist in different dimensions the like discrimination in promotions, facilities and Salaries. In simple words gender discrimination can be specify as the unfair treatment or manner based on gender. It is said to occur when an individual’s decision is based on gender. sexual activity discrimination was try to define by no law. If we look in the perspective of custom, it is giving more(prenominal)(prenominal) than advantage to a particular sort out (Wayne, 1995). This thing results in the settled productivity of employees. 2.1 sexual urge contrast in orbiculate Perspective\r\nThe first form of discrimination was found by the universal annunciation of human rights (1948). Gender discrimination is now a social disease which is destroying the lives of women around the world. Sen (1991) shows us that if equal treatment and opportunities were inclined and so there should be more 100 million females than are directly alive. Many shouts were taken to draw the gender discrimination but no(prenominal) of them was be to be effective. The Beijing meeting that documented 12 most full-grown areas of discrimination was a big step in eliminating the gender discrimination (UNFPA, 2005). It is proved from the studies that gender discrimination has an influence on the employee productivity. A study shows that if there is a proper policy of gender discrimination there try onifyament be a tilt in employee’s productivity (Naqi Abbas, 2010).\r\n2.2 Glass Ceiling\r\nWomen in work feel a wide practice called glass ceiling. This is a practice in which women are ignored when making a promotion policy or promoting an employee. We can see that in every organization the executive posts are held by males. agree to a study notwithstanding 3 percent of the most paid executives are female and these posts are disproportionately held by men (Healy and Zukka, 2004).\r\nWomen are frequently entrusted in small forcing outs not the big one. They are universe unploughed deprived from transnational assignment which is keeping away from their promotions. snick (1991) had conducted the study on transnational careers of women. His study intelligibly shows that there is a glass ceiling effect. Women are not being encouraged to do new projects on new markets and they are being unbroken at junior manager positions. Gender discrimination is not directly cerebrate to productivity.\r\nThe recounting of employee productivity and gender discrimination is mediated by mull over satisfaction and ponder consignment. Employees who faces policies and practices of gender discrimination show slight satisfaction with their product line (Ensher et al, 2001). When individuals’ face gender discrimination in work they show a low level of ponder cargo so gender discrimination has a disallow relation with assembly line inscription and cable satisfaction (Sharon Foley, 2005). Gender discrimination creates tension and reduces the satisfaction of people and it is the study of 139 Hispanic male and female (Sanchez, 1996).\r\nThe productivity of a bright thespian is higher than an unhappy worker (Rabins, 1999,). Employee satisfaction plays a vital authority in its productivity and there is a fundamental relation of job satisfaction with employee productivity (Pushpakumari, 2008). tune satisfaction hunt down to organizational responsibility, mental health and finally employee productivity (Coomber, 2007).\r\nAnother study shows us that the organizations who perceive greater gender discrimination report less satisfaction and commitment (Ellen A. Ensher, 2001). The hypotheses are given below: 1) Glass ceiling has ostracize pertain on employee productivity. 2) Glass ceiling is ostracizely tie in with employee productivity. 3) credit line Satisfaction is positively link with employee product ivity. 4) crinkle satisfaction mediates the relation amid gender discrimination in promotions and employee productivity. 2.3 Discrimination in facilities\r\nIn a workplace an employee is provided with many facilities which helps them to complete their task which include computers, air conditioners, assistant and transport facilities and so forth If on a work place if such kind of facilities are provided to a male employee and not provided to a female employee of a aforesaid(prenominal) post. The female employee will start to think that the upper management don’t care intimately them which will increase their stress level and the satisfaction level of that employee cold be decreased which will affect the employee’s productivity. The hypotheses are given below: 1) Gender discrimination in facilities has negative usurpation on employee productivity. 2) Gender discrimination in facilities is negatively tie in with job satisfaction. 3) furrow Satisfaction mediates th e human relationship in the midst of gender discrimination in facilities and employee productivity.\r\n2.4 wage bedcover\r\nAnother dimension of discrimination is the recompense fracture. Women usually get low overcompensate hence men in any job they are appointed. Ashraf and Ashraf (1993) study shows that there is a gap of 63.27 percent in salary in 1979, and in 1986 it decreases to 33.09 percent. This was the nightfall in every province. Discrimination is not the phenomenon of one or twain countries, it exist in most of the developed countries like ground forces. A study showed that women dietitians in USA earn 45,258 dollars per year while men earn 50,250 dollars per year (Pollard, 2007). Managers at clear level in organization mostly prefer their own interest preferably than others.\r\nThey think that superiors who bring in power on their careers will view as them. According to Susan et al (1998) mostly hook managers in any organization are the people who are more slashed against females and these people save interest of their own. The study shows that job commitment is evidential link up with productivity, there exist high degree of correlativity amongst commitment and productivity. Individuals that are highly commit proved to be more productive and pay back higher satisfaction and choose no intention to recant the job rather than employee with low job commitment (Varsha, 2012). The hypotheses are given below: 1) Salary gap has negative refer on employee productivity.\r\n2) Salary gap is negatively tie in with job commitment\r\n3) Job commission is positively related with employee productivity 4) Job Commitment mediates the relation surrounded by salary gap and employee productivity.\r\n2.5 Gender discrimination in Pakistan\r\nPakistan is in any case one of the countries where gender discrimination is seen in most of the organizations. We all survive Pakistan is a male dominating ordering and women are being treated unfairly in every field of profession. Gender discrimination has spread its root from exoteric organizations to private organizations. Women are being kept at low level jobs and they are not promoted to high posts due to biasness of top level managers and policy makers. A study by Ghizala Kazi (2011) shows us that no women in the public organizations are in the dental plate of 20 or more.\r\nthither are very few women above exfoliation 15. Most of the women are under fifteenth scale, which shows the web site of discrimination in Pakistan. Many factors for this situation were identified like education, promotion, environment, child bearing and discrimination. If such kinds of discrimination is eliminated than the productivity of these women employees could be increased. There are evidences that the promotion of gender equality leads to a demote performance and improved rescue of implicated society.\r\nThe societies who have greater female employment opportunities are less corrupt and have better governance (Klasen, 2006). This is not the end of discriminations in Pakistan. A women employee is also discriminated in Salary, which is a basic right of an employee that he should get compensated according to his work and post. In Pakistan you will see men and women working on uniform job level but different pay. In the report of poverty in Pakistan it is clearly proved that majority of women are severe in low paid jobs with very few opportunity for move up(a) (Shah et al, 2004).\r\nIf we look in the export industries of Pakistan which is a backbone in measurement of economy of Pakistan we will see the similar situation of discrimination. The study of Siddique (2006) surveyed the industries of export that are in Karachi, Sialkot and Faisalabad. The results from this study confirms the gender discrimination and shows that men were getting 20 percent more than then women working at the same post. It was also argued that adjustment policies and change in labor market has a negative shock on females. To have maximum output from women employee the organizational civilisation of discrimination should be changed.\r\nOrganizational elaboration affects the performance of employee. Organizational environment and floriculture can make the workplace piquant and supportive for a female employee. Attitudes of peers and support from family are also very crucial for the female employee (Irfan, 2009). Many studies have discussed the gender discrimination as a general term but there is need to explore the discrimination in different dimensions and how these dimensions affect the productivity of employees. Gender discrimination has deuce-ace dimensions which include discrimination in promotions, salary and facilities provided. So this study will be based on exploring the effect of dimensions of gender discrimination on productivity of employees.\r\n3. Conceptual framework\r\nIn the literature review of this topic the framework has been defined which show the relationship mingled with the variables.\r\ncorrelation coefficient is basically suffer to analyze the relationship betwixt two or more variable. It also measure that how two variables blend in in relation to each other. It measures the potentiality and direction of linear relationship among two variables with respect to each other. The sign of the honour shows the direction that whether it is negative or positive. Positive sign shows that the variables are moving in same direction bureau if one variable is increase the other variable is also increasing and negative sign shows that if one variable is increasing then other variable is decreasing.\r\nThe magnitude shows the intensity amidst variable. If the evaluate is surrounded by 0.1 and 0.5 then the variables are weakly correlated. If the note observe is between 0.5 and 0.7 then the variables are somewhat correlated. If the pass judgment is between 0.7 and 0.99 then the variables are potently correlated. The value 1 shows the faultless correlation between variables. Table 5 shows the intensity and the direction of any two variables. Highest value of correlation is 0.753 which is between gender discrimination in facilities and glass ceiling. So the correlation between discrimination in facilities and glass ceiling is positive and strongly correlated.\r\nThe relationship between DF and EP, and DF and JS, and JC and SG is negative. So it marrow that if you have more salary gap than your commitment to job will be less but its value is less than any else two variables, so we can say that job commitment will be less but with very small value, and if you have more discrimination in facilities then your productivity will be less. The remaining variables have positive relation with each other. The relationship is significant at 1% which crockeds there are 99% chances that the relationship between all two variables will remain the same if the sample is changes and sample sizing and population remains same as shown in the postpone given below.\r\n5.7 infantile fixation\r\nThis research is to check the effect of gender discrimination dimensions which are glass ceiling, salary gap and discrimination in facilities on the employee productivity. This research also includes two mediating variables job satisfaction and job commitment. Job satisfaction is mediating between glass ceiling and employee productivity and also discrimination in facilities and employee productivity. Job commitment is mediating between salary gap and employee productivity. For this 9 opening were developed. For the purpose of checking the impact regression has been utilise.\r\nThe exemplification has only(prenominal) one restricted variable so there will be one model of regression par. There will be separate equation for mediating variable to check the mediating effect of variables between independent and dependent variable. In first model we run the regression equation between EP, GC, DF, SG, JC and Job satisfaction. 5.7.1 Regression Equation\r\nEP = 4.66 †0.38GC †0.86DF †0.26SG + 0.017JC + 0.167JS\r\nThe Above equation shows that if all the other variables remain unvarying or have value of nil then the productivity of employee remains at 14.66. It is the fixed value of employee productivity. The coefficient values tell the per unit change in the employee productivity so if we increase the value of GC, SG and DF then the value of employee productivity will decrease by 0.38, 0.86 and 0.26 respectively. If the value of job commitment increases by one then the value of employee productivity will increase by 0.017. The hypotheses of glass ceiling, discrimination in facilities and job satisfaction are accepted. If the value of job satisfaction is increased then the value of employee productivity will increase by 5.10 Kruskal Wallis Test\r\nThe non-parametric trial will be used that is kruskal-Wallis interrogatory. Whenever the supposal of levene tryout is no t fulfilled the non-parametric test i.e. kruskal-Wallis test is used. So kruskal-Wallis test is applied to check the level of job commitment in the females who are earning less than 30,000 between 30,000 and 40,000 and more than 40,000. The duck given below shows that the asymptotic value is greater than 0.05so test is insignificant. So there is no difference in the mean(a) of glass ceiling in all trine populations. So we can decide that there is no significant difference between the mean of all ternary population p = 0.509, with a mean rank of 73.45 for below 30,000, 65.20 for 30,000 to 40,000 and 73.00 for above 40,000.\r\n6. tidings\r\nThis study is conducted to check the impact of gender discrimination on the productivity of employees. The study included three dimensions of gender discrimination that is discrimination in promotions, discrimination in facilities and discrimination in salary. With the help of precedent studies it is found that all these discriminations have negative impact on employee productivity which is lift in literature view. The hypotheses were developed for this study. There are 12 hypotheses that are developed. prime(prenominal) supposition is that glass ceiling has negative impact on employee productivity.\r\nThis system is canvas after entering the data into SPSS. He results show that glass ceiling does have negative impact on employee productivity. If women are not being promoted to higher job positions and if there is no such policies related to gender discrimination then the productivity of female employee decreases. Second surmisal was that the glass ceiling is negatively related with job satisfaction. this system is study through the correlation. The prorogue 5 of correlation clearly shows that glass ceiling is negatively related with the job satisfaction and result is also significant so this hypothesis is supported.\r\nThird hypothesis is that the job satisfaction is positively related with the employee produ ctivity. The panel of correlation shows the positive relation between the two variables. So employee productivity increases as the job satisfactions continues to increase and if job satisfaction decreases the employee productivity also decreases. after part hypothesis is that the job satisfaction is mediating between glass ceiling and employee productivity. This hypothesis is chequered through the mediation test which consists of quadruple steps. This test did not support the hypothesis so this hypothesis is rejected.\r\nFifth hypothesis is that the discrimination in facilities has negative impact on the employee productivity. This hypothesis is analyze by regression. Discrimination in facilities has the negative impact on the employee productivity and it is also significant. So this hypothesis is also supported. The sixth hypothesis is that discrimination in facilities is negatively related with the job satisfaction. This hypothesis is supported because the correlation between them is negative in the table 5. So the discrimination in facilities increases then the satisfaction with the job decreases.\r\nThe nigh hypothesis is that the job satisfaction plays the mediating role between the discrimination in facilities and employee productivity. This hypothesis is also suss out by the mediation test the result is shown in the table 8 which shows that this hypothesis is not supported. It style that job satisfaction is not mediating between discrimination in facilities and employee productivity. The eights hypothesis that was developed is that salary gap has negative impact on the employee productivity. The hypothesis is not supported as it is checked by regression test which is shown in the table 6. It has negative impact but it is not significant means that if gap is more in salary then employee productivity decreases but not significantly. The ninth hypothesis is that salary gap is negatively related with job commitment.\r\nThe hypothesis is checked with the correlation which is shown in the table 5 of correlation which shows that the relation between these two variables is negative. So salary gap reduces the job commitment of female employees. The next hypothesis that is developed is that the job commitment is positively related with the employee productivity. The relation is checked with the correlation and hypothesis is supported because results show that there is positive relation between salary gap and job commitment and it is\r\nsignificant. It means more job commitment the more employee productivity. The next hypothesis is that job commitment mediated the relation between the salary gap and employee productivity. This hypothesis is checked by the mediation test and it is not supported. The results show that job commitment does not play a mediating role between salary gap and employee productivity.\r\nThe t test is also applied to check that whether the level of variables is also applicable on the population. The results are shown in the table 9. This table shows that all the values of p are significant so the level is also the same as the population. The level of job commitment is also checked in the three population related to different income groups that is below 30,000, 30,000-40,000 and more than 40,000.\r\nFor this purpose the ANOVA is applied but for ANOVA the assumption of levene test should be fulfilled that is its value should be insignificant. The table 10 shows that levene test assumption is not fulfilled so the non-parametric test is used. The non-parametric test is the Kruskal-Willis test. This test is applied and the hypothesis is rejected as its asymptotic value is not significant. So it means that the there is no significant difference between the job commitment of females who are earning less than 30000, 30000-40000 and more than 40000.\r\n7. Implication\r\nThrough this study the impact of gender discrimination is checked on the employee productivity. The productivity of an employee is much substantial for an organization. So the management should consider the issue of gender discrimination as it is shown that the gender discrimination has negative impact on the employee productivity. As our sector for this research is the private education institutes which are very important sector for a developing countries so the management should consider reforming its policies. The management should make transparent, merit based recruitment and selection, it should also provide the training for better performance of female employee so that they can be promoted, they could be provided similarly facilities and different incentive so that they compete economically with the men as all these discriminations are effecting their productivity. 8. limit point\r\nThis study was only focused to the three dimensions of gender discrimination\r\nand employee productivity is the only variable that is measured that effect the productivity of organization. This research was only examining the education sector and the data was collected only from private institutions. The data was also 140 and it was collected only from the schools that are in the city area the educations institutes in the village was not collected so therefore the capability of generalizability of our findings were restricted and this can lead us to the biasness of respondents (Paul et al., 2003).\r\n9. Conclusion\r\nThis study provided an insight that how the dimensions of gender discrimination affect the productivity of employee. The data has been collected from different private education institutes through questionnaire. After the analysis that we have done on SPSS we can conclude that gender discrimination has a negative impact on the employee productivity which ultimately affect the performance of employee. The result of impact of salary gap on the employee productivity is not significant. So if the organizations want to perform well then they should keep the gender discrimination out of th eir organizations in order to make their female employees perform well which will be beneficial for the organization.\r\n10. References\r\nChannar, Z. A. (2011). Gender Discrimination in Workforce and its impingement. Pak. J. Commer. Soc. Sci, Vol. 5, pp. 177-191. Dixit, V. (2012). A Study about Employee Commitment and its impact. European ledger of rail line and Social Sciences, Vol. 1, pp. 34-51. Abbas, S. M. (2010). Gender Based Wage Discrimination and Its push on Performance of Blue prehend Workers: Evidence. KASBIT Business Journal, Vol. 3, pp. 45-63. Hiau, Joo. Kee. (2008) Glass ceiling or sticky floor exploring the Australian gender pay gap.\r\nThe Economic Record, Vol. 82, No.59, pp. 408-427. Foley, S. (2005). Perceptions of Discrimination and rightness: Are there Gender Differences in Outcomes? Group & Organization centering, Vol. 30, pp. 421-452. Ashraf, J, and B. Ashraf (1993) Estimating the Gender Wage Gap in Rawalpindi City. Journal of maturation Studies 29: 2. Ensher, E. A., Grant-Vallone, E. J., & Donalson, S. I. (2001). effectuate of perceived discrimination on job satisfaction,\r\norganizational commitment, organizational citizenship behavior, and grievances. Human option evolution Quarterly, Vol. 12, pp. 53-72. Prudence Pollard, Maxine Taylor and Noba Daher, Health care Manager; Jan-Mar2007, Vol. 26 Issue 1, p52-63, 12p, 4 charts Ensher, E. A. (2011).\r\nEffects of Perceived discrimination on job satisfaction, organizational commitment, organizational citizenship deportment and grievances. Human resource development quarterly, Vol. 1. Coomber B, Barriball KL. 2007” dissemble of job satisfactions on intent to leave and turnover for hospital based nurses: a review of the research literature”, internationalistic Journal of Nursing Studies, Vol. 44, pp. 297-314. Joanne Healy and Zucca J. Linda Mid-American Journal of Business; Spring2004, Vol. 19 Issue 1, pp. 55-62. Sen, Amartya, 1999, â€Å"Assessing Human Devel opment Special Contribution” Human Development Report 1999 (New York: UNDP). Shah, Parveen. Memon, Rajab. A. (2004). Socio-economic and demographic status of pastoral women in Sindh.\r\nProceedings of the international meeting on social sciences: endangered and engendered, Fatima Jinnah women university, Rawalpindi, Pakistan, pp. 98-113. Nick, Foster. (1999) other ‘glass ceiling’? The experiences of women professionals and managers on international assignments, Gender, Work and Organization, Blackwell publisher’s ltd., Vol. 6, no. 2, pp.79-89.\r\nUnited Nation community computer memory (UNFPA), 2004, Programme of Action: Adopted at the International Conference on Population and Development, Cairo 1994 Wayne, F. Casico, (1995) Managing Human Resource, Productivity, Quality of work life, Profits, McGraw hill Internationals, 4th ed. pp. 61-116. Susan, Trentham. Laurie, Larwood, (1998) Gender discrimination and the workplace: an examination of rational bia s theory, Sex Roles: A Journal of Research, Jan, 1998, pp. 1-22. Sanchez, J. I., & Brock, P. (1996). Outcomes of perceived discrimination among Hispanic employees: Is diversity management a luxury or a necessity? Academy of Management Journal, 39 (3), 704â€719.\r\n11. Appendices\r\nQuestionnaire We are students of B.sc (Hons) Accounting & Finance, currently doing a research project on gender discrimination and its Impact on employee’s performance\r\nfor which the questionnaire is being distributed to collect empirical data. Therefore you are kindly requested to fill this questionnaire. The information will be kept surreptitious and will be used for only academic Purpose it will take 15-20 min to complete the data. Thank you in anticipation (Strongly Disagree = 1, Strongly check off = 5) Employee Productivity\r\n'