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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA
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CONTENT


SL. NO   PARTICUALARS                             PAGE .NO
                             CHAPTER-1
   1     EXECUTIVE SUMMORY                           1-5
   2     INTRODUCTION TO STUDY                       6-7
                             CHAPTER-2
   3     INDUSTRY PROFILE                           7-12
   4     COMPANY PROFILE                            13-14
   5     ORGANIZATION CHART                         14-16
   6     DEPARTMENTAL STUDY                         17-25
                             CHAPTER-3
   7     LITERATURE REVIEW                          27-47
   8     DATA ANALYSIS AND INTERPRETATION           49-62
                             CHAPTER-4
   9     FINDINGS                                   63-64
  10     CONCLUSION                                 64-65
  11     SUGGESTIONS & RECOMMENDATIONS              65-66
         ANNEXURE:-
  12                                                66-71
                       QUESTIONNAIRE
  13     BIBILOGRAPHY                               71-72




Babasabpatilfreepptmba.com                            Page 1
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EXECUTIVE SUMMARY



Shree Keshav Cements and infra Itd (formerly known as Katwa Udyog ltd) was
incorporated in the year 1993, and started its production in Feb 2008. in state of
Karnataka with its registered office at Belgaum, production plant is situated i1ear to
lokapur, Bagalkot.


        Keshav Cements ltd is engaged in manufacturing of 43 and 53grade cements, this
is one of the promoting company of Katwa groups which is growing in different fields
like Katwa infotech, Katwa constructions,(F&L),So as keshav cements is a another
developing group of Katwa they are thinking to expand its capacity in near future.


TITLE OF THE PROJECT:


"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA
LID".


Statement of the problem:


This particular topic is selected because Employee job satisfaction is a very important
element, necessary for the smooth functioning of an organization. Employee surveys
provide a channel for employee to communicate their views on a wide range of issues in
total confidence .They help management to build up an accurate picture of how
employees perceive the organization and highlight the causes of employee
dissatisfaction,.


SCOPE OF THE STUDY:


The scope of the study is to measure the job satisfaction level of employees in Keshav
cements and Infrastructure ltd.



Babasabpatilfreepptmba.com                                                           Page 2
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FINDINGS :


  •   From the analysis it can be inferred that majority of the Employees feel that they
      don't have. freedom to take independent action and few are said they have
      freedom to take action when required so by this 1 found that employees of
      KESHAV CEMENTS do not have sufficient freedom to take independent action
      in their work.


  •   Majority of Employees said that they are not involved in the decision making
      process feels that they are involved in decision making. By this we can say that
      there· is no much scope for employees ill decision making process .


  •   By analysis I found that more no. of employees said that the lack of job
      satisfaction highly effects on performance of the employee. Some employees feel
      that lack of job satisfaction also effects on productivity, output, and efficiency to
      some extent.


  •   Majority of employees feel that. higher job, satisfaction leads to higher
      performance where as, Few employees feel that job satisfaction does not have any
      impact Oil the performance. It can be said that higher the job satisfaction higher
      the performance of an employees.




Babasabpatilfreepptmba.com                                                         Page 3
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SUGGETIONS:


   •   It is revealed In this study that employees are not satisfied in the areas of
       participative decision 111uking and enough of freedom in independent action in
       their work. It is advisable to involve the workers in the decision making process
       which will enhance the interpersonal relations.


   •   The Management should. Jet their employees know that they consider them
       valuable individuals that is, should treat the people with respect and honesty.


   •   With regards,· suggestions from the employees, which they feel happy and motive
       them, I would like to forward these like, appreciation and recognition, healthy and
       good working environment.




CONCLUSION:


From the study it can be concluded that the employees of this company are by and large
satisfied about their job especially in connection with working environment and working
hours. However majority of eh1ployees .do not appear to have an attitude of continuing in
the organization for which the exact reasons could not be found out. So management can
adopt and follow those factors which leads to job satisfaction and it may improve work
environment and culture so that it will multiply value of satisfaction and productivity.




Babasabpatilfreepptmba.com                                                           Page 4
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LIMITATIONS


   Some of answers were because the employees thought that they would be put into
     trouble.


   Lack of Knowledge of employees about certain aspects was also a constraint.


   Time was also constraint during the project




Babasabpatilfreepptmba.com                                                   Page 5
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Babasabpatilfreepptmba.com                            Page 6
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                          INTRODUCTION TO STUDY

           Employee job satisfaction survey provides a channel for employees to
communicate their view on a wide range of issues in total confidence.


           Employee satisfaction survey,' was, conducted to find out the satisfaction level of
the employees at "KESHAV CEMTNTS AND INFRA LTD". The other objective was to
find out the areas of low satisfaction, were corrective measures can be taken.


           The Employee Satisfaction Survey helps companies, to determine how their
employees think and to identify employees' needs' and concerns so that improvements can
be made and stronger teams can be formed. Business performance is expected to increase
as more satisfied employees will increase a company's competitiveness, and they are
better able to recognize opportunities and threats, and better leverage limited resources to
maximize the company's profits. Other intangible benefits include the reinforcement of
company goals and values, better internal and external communication, a positive
working and social environment, an improved company image and increased employee
loyalty.




Babasabpatilfreepptmba.com                                                            Page 7
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            INTRODUCTION TO CEMENT INDUSTRY


Man has always looked for some material to fasten other materials together. The first
material to be used was clay, which had been worked with water. In general way, cement
can be classified as mortar; which is used as binder in various kinds of composite
building material. Next to iron and steel,' c9meniis now the most important ,binding
material. Various forms of cement have been used for many years but they have been
greatly improved during this century. As far as the Romans, it was known that various
minerals; when treated could be used as mortar. This was the begini1ing of the cement
industry.


'The fundamental principle of making cement is to take some natural minerals and treat
them with heat and grinding. The heat will drive off the water and carbon dioxide. The
Romans were the first to make similar to our Portland cement The year 1756 is
considered as he starting point o our modern cement industry and John Sn1eaton as
English Engineer, is given the credit. Portland cement takes its name from the fact that it
resembles in color stone that comes from Portland England. Joseph, Aspidin, an English
brick layer, in 1984 invented a hydraulic lime, which is named as Portland cement'.
Portland cement is manufactured in United States Since 1872.


Portland cement was first manufactured in India as long ago as in the year 1904 at Madras
by , company called south India Industrial Limited. In the year 1912 Indian Cement
Company was started in Porabandar on a rated capacity.


Now India is the second largest producer of cement with total production capacity
exceeding 102.2mn tons including mini sectors. china and Japan stands first in the world
in production of cement
                  The word ‘CEMENT’ is a binder, a substance which sets & hardens
independently, & can bind other materials together. The word ‘cement ’ is derived from
the ‘Roman’ language “opus caementicium” to describe masonry which resembled
concrete & was made from crushed rock with burnt lime as binder. Later it referred to as;
cementum, cimentum, cament & cement.


Babasabpatilfreepptmba.com                                                         Page 8
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           Cement is a chemical compound existing of lime stone or chalk, clay, sand, &
gypsum to form the end product we know as cement. Cement used in construction are
characterized as “hydraulic & non hydraulic” cement. Cement is mainly used in the
production of ‘mortar & concrete’- the bonding of natural or artificial aggregates to form
a strong building material which is durable in the face of normal environmental effects.
Cement should not be confused with ‘concrete’ as the term cement explicitly refers to the
dry powder substance. Upon the addition of water & or additives the cement mixture is
referred to as concrete, especially if aggregates have been added.


        It is uncertain where it was first discovered the hydrate & non hydraulic cement,
but concrete made from such mixtures was first used on a large scale by “Roman
Engineers”. In the 18th century a big effort started in Europe to understand why some
limes possess hydraulic properties. ‘John smeaton’ often referred to as ‘Father of Civil
Engineering in England’ concentrated his work in this field. ‘James parker’ in the 1780s,
founded the ‘Natural cement’ made by burning septaria. The invention of ‘port land
cement’ is generally credited to ‘Joseph Aspedin’ an English bricklayer in 1824.


               In 1838 a young chemical Engineer ‘Isac Johnson’ burned the cement raw
material at high temperature until the mass was nearly vertified producing the ‘modern
Portland cement’. The German chemist ‘Wilhelm michaelis’ proposed the establishment
of cement standards in 1875. the use of concrete in construction grew rapidly from 1850
onwards, & was soon the dominant use for cements. Thus Portland cement began its
predominant role.
Types of cement:
   1) Portland cement
   2) Portland cement blends
                Portland blast furnace cement
                Portland fly ash cement
                Portland pozzolan cement
                Portland silica fume cement
                Masonry cements
                Expansive cements
Babasabpatilfreepptmba.com                                                         Page 9
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                White blended cements
                Colored cements
                Very finely ground cements
    3) Non Portland hydraulic cements
               Pozzolan-lime cements
               Slag-lime cements
               Super sulfated cements
               Calcium aluminate cement
               Calcium sulfo aluminate cement
               Natural cement




Indian Cement industry
        The cement industry is experiencing a boom on account of the overall growth of
the Indian economy primarily because of increased industrial activity, flourishing real
estate business, growing construction activity, & expanding investment in the
infrastructure sector. The performance of the industry, under different policy regimes,
truly establishes that decontrol of the industry & liberalization of the economy has led to
remarkable improvement in the indicators such as installed capacity, capacityutilization,
per capita consumption & exports.
.
        Cement is an essential component of infrastructure development & most
important input of construction industry, particularly in the government’s
infrastructure & housing programs, which are necessary for the country’s socioeconomic
growth & development. It is also the second most consumed material on the planet. The
Indian cement industry is the second largest producer of cement in the world just behind
China, but ahead of the United States & Japan. It is consented to be a core sector
accounting for approximately 1.3% of GDP & employing over 0.14 million people. Also
the industry is a significant contributor to the revenue collected by both the central &
state governments through excise & sales taxes.




Babasabpatilfreepptmba.com                                                        Page 10
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OVEERVIEW OF THE COMPANY


       Shree quality cements limited was incorporated in the year 1981 and started its
operation in 1987, near to lokapur, Mudhol taluk, Bagalkot. It was started by Shree
B.N.Shah, . The reason behind starting this industry in this area was heavy demand and
and availability of raw material. The total urea of plant is 35 acres. In the year 1993, due
to some major problems like labors, and electricity it was become sick unit and it was
closed its operation.


       In 2007 Katwa Udyog Itd purchased this plant in public auction sales held by
DRT Pune. It changed its name as KESHAV CEMENTS AND INFRA LTD and it
started its production in feb 2008 with the investment of 18crores.The present capacity of
this plant is 200TPD. It has got 300 acres own mines, presently under litigation.


       In order to meet long term organizational goals of growth, adapting the latest
technologies, and attaining competitive advantages through economics of Scale, the
company now expanding its capacity 200-400 TPD.


Growth of the company


The company started its production with installation of wet process kiln of 200 TPD
capacities with the growth of market .demand. Thus making the total production capacity
from 200-400 TPD. In order to .meet the increasing demand for cement and achieve the
economy, the management has modernized its plant and has set up 400 TPD capacities. In
order to overcome the critical power problem the company has installed the diesel
generating machines of its modernization plan. Now 1l1anagement making investment
about Rs 25 cores for materialization and pollution control programs.




Babasabpatilfreepptmba.com                                                          Page 11
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Swot analysis of keshav cements


The overall evaluation of a company's strengths, weaknesses, opportunities & threats IS
called swot analysis. Every company Wants to know its strength, weakness, and
opportunities and threats so that it's easy for them to convert its weakness and threats into
opportunities and survive in the market.


Similarly following is the swot analysis of keshav cements:


Strengths:


   •   Location; the keshav cements is ,located " I km away from Lokapur on a land of
       its 35 acres. The town is well connected by roadways.

   •   Raw material: the main source of raw material is lime stone Bagalkot district is
       having a very rich source of lime stone belt. the plant is located near the raw
       material resource. The other raw material includes silica, gypsum, Bauxite etc'
       that are purchased from outside suppliers.

   •   Water: Water is also important as it is used In, the manufacturing process of
       keshav cement. The company has source of water.

   •   Power: the company has a dual system of purchased & itself generated power. The
       plant is dependent on the KPTCL for the rest of power requirements.




Weaknesses

   1. Less advertisement facility.
   2. No Sophisticated technology.
   3. Lack of experienced workers




Babasabpatilfreepptmba.com                                                          Page 12
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Opportunities


   1. Heavy demand for cement in this area and wide market to sell

   2. They can minimize the cost of production by installing the new technologies &

       equipment.

   3. It can make alignment with the nearer cement industries like ACC Cement.

       Rajashree Cement, Birla etc.,




Threats


   1. Heavy completion from branded and well accepted cements like Rajashree, ACC,

       Birla etc.,

   2. Old technology used in production of cement.



Vision

“Continue to be moving force in our national progress”



Mission

“To provide product of superior quality at competitive price and ensure sustained

profitability and growth. Believe that our people are the most valuable assets, personnel

& organizational growth synonymously.”




Babasabpatilfreepptmba.com                                                      Page 13
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                             COMPANY PROFILE


Name of the organizational       Keshav Cements & Infra Ltd

                                 [Katwa Udyog Limited]



Works Place                      :     Plant-2 at Naganpur-587122

                                       Post : Lokapur Tq: Mudhol

                                       Dist: Bagalkot



Registered Office                :     “JYOTI TOWER” 215/2, Kharbar

                                       Galli 6th Cross, Nazar camp, M.

                                       Vadagoan BELGAUM-590005




Babasabpatilfreepptmba.com                                               Page 14
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                 ORGANIZATIONAL STRUCTURE



                         BOARD OF DIRECTORS

                                  CHAIRMAN
                               (SHRI H D KATWA)



                                WICE-CHAIRMAN
                              (VENKATESH KATWA)



                                     MD
                                (VILAS KATWA)



                                VICE PRESIDENT
                                   (SAINATH)




    G M (TECH)                                                 G M (ADMST)
   T G RAVIRAJ                                                B B KHATARKI




PROCESS ENGR   STORES MNGR QUALITY CONTROL     ELECTRICAL INCHARGE     MECH ENGR




CHIEF BURNER   STORE KEEPER         CHEMISTS            ELECTRICIANS   OPERATORS




HELPERS        HELPERS              HELPERS                HELPERS       HELPERS




Babasabpatilfreepptmba.com                                              Page 15
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                  SHRI KESHAV CEMENTS & INFRA LTD

                        ORGANIZATION PROFILE



COMPANY                        INFORMATION

Name of the Company            M/s.Keshav Cement Ltd

Adress                         S.No. 346LOKAPUR Bagalkot- 587313

Head office                    “Jyoti Tower” 215/2, Karbhar Galli, 6th lane,
                               Nazar camp, M. Vadgaon Belgaum- 590005

Constitution                   Public Limited Company

Year of Incorporation          1993

Products                       Ordinary Portland Cement, Pozzolonic Cement,
                               Blast furnace Cement, White Cement

Land Area                      22 .36 Acres

size of the Industry           Medium scale Industry

Capacity                       225 Tonnes Per Day (TPD)

Brand Names                    Jyoti Gold, Jyoti Power &, Keshav Cements

Market reach                   Karnataka, Maharashtra &, Goa

Technology used                West German VSK Technology




Babasabpatilfreepptmba.com                                             Page 16
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BACKGROUND


              Shri Keshav Cement & Infra. Ltd. (KCIL) is Public limited Company
incorporated in the year 1993 to manufacture 43 grade & 53 grade Ordinary Portland
Cement. We went into Public during 1995. The company raised capital via IPO during
1995 to raise capital of 512.42 lakhs which was over subscribed by 12 times. The stocks
are actively traded in Mumbai Stock Exchange. The company has posted profits since
inception.


             Presently our “Jyoti Gold & Jyoti Power” cement brands are very popular in
the cement market. & now we are marketing as “Keshav cements” brand in the market.
We supply our cement in North Karnataka, Goa & Maharashtra.

Keshava Infotech Ltd. (KIL) is a medical transcription unit engaged in providing
services to American Hospitals and Clinics. The company commenced commercial
operations in 2000 by appointing 50 professionals & today is a 250+ organization. Katwa
Infotech Ltd. has paid up capital of Rs.50 lakhs. In FY 06-07, the company achieved sales
& PAT of Rs. 354.50 Lakhs & Rs. 268.68 Lakhs respectively. KIL holds 100% stock in
Scribe Care, a US based marketing firm. Scribe Care brings in value to the services
provided by getting significantly higher prices & better realization. Both these companies
are making profits & paying dividends.


Keshava Finlease Limited incorporated in 1995, commenced its business of hire
purchase finance for automobiles in 1996. The RBI granted registration to the
Company under section 45IC of the reserve bank of India act, 1934 & classified it as
a hire purchase Company under ‘A’ category.


Keshava Construction Co. Ltd. is engaged in construction of luxurious flats targeting
mainly to NRI’s. we have got site at Corlim, which is just 8 km from Goa in Panji.


Babasabpatilfreepptmba.com                                                       Page 17
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         FUNCTIONS OF DJFFERENT DEPARTMENTS

ADMINISTRATIVE DEPARTMENT:

       The main functions of this department IS time keeping, issuing punch cards,.
keeping records like leaves,. Promotions etc. providing welfare, wage, salary, al1owances
all will be carried out by this department.


       It handless recruitment and appointment of the required staff for various dept,
later induction program for new employees and providing training for existing and new
employees will be taken care by this department.


TECHNICAL DEPARTMENT:

       The main function of this department is to control all. technical issues and control
all other departments like process, quality control, stores electrical and mechanical
departments.


       Quality control department the laboratory of keshav cements is well equipped
with all modern instruments of testing cement. Here the cement sample is taken for test
and is tested on the basis of specialization as recommended by the IS1 and cement
association of India. The features like setting time, compressive strength, color limestone,
quality clinker qua1ity, gypsum, iron and grade of cement is tested to its satisfaction and
the similar process is carried on for all production of cement tones.


   1. Stores department: in stores department the things, which are required by the
       various department of factory are stored in proper way and in systematic made
       systematic arrangements,
            To receive & unload all materials verity the quality & quantity on receipt.
            To check delivery challan of parities


Babasabpatilfreepptmba.com                                                         Page 18
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            To offer materials for inspection & issues, using Bin cards
            To receive the non-excisable goods, receive goods Refection Note along
               with materials from works departments .
            To issue Refection delivery challan to account via. Shipping Depts.
            To appraise mgt. of the need for capital expenditure.


Electrical department: it is the department which stores the power so generated in D.G.
department and centre of power supply and thus it regulates the power supply to the
department in an economical way. It looks after the power supply and requirement of
power in different department and supplies regularly. ,


Production department: It is the one of the important part of the organization, which
converts available raw material into saleable goods. It looks after the production of the
cement and without this department manufacture, process will not be carried out. All the
functions like crushing, kiln, heating, packing all will be carried by this department.


Mechanical department: This department deals with the machines. It will look after the
smooth working of machines and take measures of break clowns and improper machines.




Babasabpatilfreepptmba.com                                                          Page 19
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PRODUCT PROFILE
Keshav cements and infra ltd is manufacturing 43 and 53 grade cements:


Following are the chemical ingredients arid their properties used in cement:

Lime                                    CaO                           60-70%

Silica                                  SiO2                          17-25%

Iron Oxide                              Fe2O3                         0.5-0.6%

Alumina                                 Al2O3                         3-8%

Gypsum                                  CaSO4                 3-4%

Magnesium Oxide                         MgO                           1-4%

Sulphur Oxide                           So3                           1-3%

Alkali’s like-Soda potash               Na2O2K2O                      0.1-1%


Effect of chemical constitutes

   1. Lime: It makes the cement sound ancl proi'ides strength to cement. However the
         excess of it in its origin from causes the cement to expand and disintegrate.
   2. Silica: It: provides strength to the cement but in excess it slows down the setting
         point of cement.
   3. Gypsum: It helps in increasing the initial setting time of cement.
   4. Iron Oxide: It provides color, bareness to the cement excess if it in the Free State
         makes the cement unsound.
   5. Sulphur trioxide: In a small quantity it makes the cement sound and in excess it
         makes the cement unsound.
   6. Alkalies: In excess they cause effloreness loss of strength of cement by storage
         cement loses its strength by continued storage:




Babasabpatilfreepptmba.com                                                           Page 20
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Babasabpatilfreepptmba.com                           Page 21
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Production process of cement:


The cement manufactured by following dry method the chief raw materials required are
limestone, slag, coal, Bauxite etc.


Limestone: .
       The process starts with quarry where the limestone is found. Lime stone is chief
raw materials used. The contents of limestone are calcium carbonate (cac03 98%).
       Lime is formed after heating the limestone & carbon dioxide is released as by
product. Further the limestone has to be processed by reducing them in there size. This is
done by feeding the limestone into the crusher. The limestone is reduced to the size round
about 20-25mm.


Stockpile/blending:
The crushed raw materials are stored ready for use in many plants; a buildings stockpile is
used in order to assist in checking any chemical variations in the raw materials comll1g
from quarries. A stocker builds up a layer upon layer to from the stockpile; Depending on
area 0' the quarry it comes from each layer may have slightly different composition.


Raw milling / Ball mill
After milling in the correct proportions the limestone & the shale are fed to a mill where
they arc ground to a fine powder called raw meal. In most modern plant, a closed circuit
hall milling system is used.
The ball mill basically a steel tube containing steel balls ranging is size typically from
90mm downwards. The ball gradually grinds the raw


Materials to a fine powder. The mi II is usually of single chamber design & may be
fitted with a classifying liming. The lining has the effect of grinding the ball sizes of that
the larger balls at the inlet end when the larger pieces of raw material have to be broken &
smaller balls at the outlet end where the finger grinding takes place




Babasabpatilfreepptmba.com                                                           Page 22
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Raw mill blending
The raw mill is then conveyed to silos for tile future blending. It is essential for raw meal
to be of consistent chemical quality, if problems at the kiln stage are to be avoided. The
base of the blending silo is divided into segments. covered with porous tiles or canvas
blending is achieved by arranging for up to three times as much air to be blown through
one action of the base compared to the others tumbling mixing action is imported the raw
meal after predetermined mixing time, or when the technical depaJtme11t is satisfied, that
the raw mill is of consistent chemical composition.


Raw mill storage
The raw mill is from blending silo’s blow. It is now ready to be introduced to the next
stage of the process, the kiln system
Pre-heater (4 stage suspension):The raw meal passes through a pre-heater. This 4 stages
suspension pre-heater is just one of the many types in use. It consists the 4 stage of
cyclones. Hot exhaust gases from the kiln enter the bottom of the pre-heater column at the
stage 4 cycle one & travel upwards through each of the .other stage. The raw meal is fed
the gal' dust frol11 the stages 2 cyclone. The meal is. immediately picked up by the hot
gas & carried into the stage 1. This process continues until the meal falls from the stage 4
cyclone & into the kiln i,i let chute or hearth. At reaching pre-heat stage, heat from the
hot gases is transferred to the meal. Then gases from the kiln enter the pre-heater at about
1000 degree centigrade & leaves stage I at about 350*c the raw meal leaves stage at about
800*c.




Calcinations
At this temperature of 800c, the calcinations of the calcium carbonate in the raw meal,
that is conversion of cac3 line has started. About 30% of calcinations will have take place
by the time the raw meal reaches the kiln




Babasabpatilfreepptmba.com                                                          Page 23
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Dust control electrostatic precipitators:
To prevent dust from, the kiln or raw milling system entering the atmosphere, the gas is
passes through electrostatic precipitators. To condition the dust laden gas using a water
spray, either in pre-heated: in as external conditioning lower.


        As the dust laden gas enters theehan1bcr in which .electrodes & earthed collector
plates by vibrating the collector plates periodically the dust drops into the happer & is
returned with the raw meal to the kiln system.


        The cleaned exhaust gas, mainly carbon dioxide nitrogen & water vapour, can
then be safely released into the atmosphere.


Kiln:
The partially pre-heated clacinized raw meal is fed to kiln through a steel tube typically
with a length to diameter ratio of 16:0 I & in clined at an angle of about 3*.
It rotates at a speech of3rpm all a system of rollers & is driven through a mounted belt
around the circumference. The seals at either end of the kiln are designed to prevent the
ingress of cold air & to accommodate expression & rotation. The kiln is lined refractory
bricks & fired either by oil or gas at the lower end.


If coal is used, it must be pulverized often using a ring roller mill such as this. If heavy
fuel oil is used, it must first be heated to reduce its viscosity & aid atomization. Raw meal
from the pre-heater enters at the end & 'gradually moves down that the kiln rotates. At
firstly of the calcinations takes place so that the feed consists mostly of lime, silica,
alumina & iron all in a hot reactive state.


The hottest part of the kilns near the tip of the frame. This is the burning zone where the
feed as at temperature of around 14S0*c & is in a partially molten state it is here that the
four main constitutes of the feed by chemical reaction from cement clinker.


Clinker:
A mix of complex compounds referred to in cenient chemist's nations as c2s, c3a & c4af.


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Grate cooler:
Author type of cooler is commonly used in the grate cooler. There is an empty cooler; the
reciprocating grate through which air is blown is visible.
As the clinker moves ,dong the' grate air cools it & the air itself cools the pre-heater prior
to relating the kiln as secondary combustion air. However, more 'air is required for
conibustiol1 is blown through the gate some of this excess hot air is used to dry & cool
the fired plants after cooling the clinker is stored ready for grinding into cement.


Cement milling:
The mixture of clinker &. gypsum now passes to the cement mill. Ordinarily, the cement
ball mill is sill1ila'r to the raw mill. The cement mill is divided into 2 or 3 chambers by
perforated steel diaphragms, each chamber containing a range of ball sizes, but because
cement required finer grinding the smallest balls is smaller than those in a raw mill.
Classifying lining is often used in the 2nd chamber mill to separate the ball size.
Open circuit milling:


Open circuit milling is often used for ordinary Portland cement (opc). Here the cement is
ground to required fineness in one pass through the mill. Open circuit mills are generally
longer than closed circuit mills for this reason. The ground cement is conveyed directly
away & the mill is vented in u dust filtration system.


Closed circuit milling:


In a certain circumstances closed milling can have advantage consuming less overall. The
closed circuit system is similar classifier to that used raw power Milling a separating out
the coarse. fiction of .the mill production & returning it to the mill for further grinding.
This particularly suitable for hardening cement RHC that has to be ground very finally.


Storage:
From milling the system, the cement is often pumped through pipes by what is basically a
screw rod blower. The speed screw delivers the Cement into a high volume airflow
provided by compressors. The air conveys the cement along a pipeline to storage silos.

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               Brief procedure of cement manufacturing:


Limestone is excavated from quarries situated near by the factory & transported by
dumpers to the crusher where the limestone is broken into pieces by the use of hammer.
The broken pieces/crushed limestone is transported to the raw mill through conveyer belts
& then the ground to powder. Grounded powder is mixed with literate. Output is in a
powder from & is called raw meal. The raw meal is fed into kilns where it is burnt by
pulverized coal resulting in the product called clinker. .


       Clinker along with a small percentage of gypsum added according to requirement
is ground in cement mill to form a powder which is called naked cement stocked in silos.


       The cement is called ordinary Portland cement. Naked cement from the silos is
bagged by automatic packing machine.& dispatched by rail & road transport




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HUMAN RESOURCE MANAGEMENT
History always gives us Encouragement to move in a right direction.

       If we look back we find that industries, which are not having ERD department or
administration always not concentrated on good relation with labors, they treat them only
as jf they are low minded and low graded people and not as vast human resource for the
company. Therefore there is always dispute between them. Here comes the importance of
HRD i.e. Human Resource Management.


       Organizations are made up of people and function through people, without people
organization cannot exist. The resources of men, money material and machinery are
collected, coordinated and utilized through people. These resources are not by themselves
enough for fulfilling the objectives of .organization. They need to be united as a team. All
the activities of an organization are carried out by people therefore people are most
significant resources of any organization. This resource we call as a human resource and
managing this is called human resource development.


MEANING AND DEFINITION OF H.R.D:

       H.R.D. is the systematic method of influencing the quality of human life. The
meaning of H.R.D is to develop the people and help them to perform the present job in a
better way to accept future challenges.


       It is defined as. a process of organization and .increasing the physical mental and
emotional or individuals for productive work. I am carrying out my project in HR
Department. Thus would like to discuss some thing about this department.




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MAIN AIM OF HRD:
Its main heart lies in overall development of mankind HRD with reference to industry as
it cover scientific selection of workers to the termination of workers.


Objectives:
    Optimum utilization of human resources of the industry by increasing
       productivity.
    Identifying the individual talent and skill which gives an opportunity for the
       development of personality of the individually in the organization .
    It creates and develops organizational health, culture and good atmosphere in
       campus
    It reduces the absenteeism and labor turnover.


The important functions of HRD are:


Framing Personnel policies
    Evolving personal policies in tune with the corporate objectives.
    Developing, reviewing, updating & ensuring continuous implementation of
       personal policies, systems & procedures.


Manpower planning
    Coordination with heads of the department to prepare a manpower blue print for
       the company from year to year.
    Overseeing the recruitment activities for executives.




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Performance management system
    Designing & developing a performance review system.
    Evolving employee remuneration packages, incentive schemes, labour welfare
      measures etc.


Training & Development
    Carrying. out assessment of training needs· Of various levels and preparing a
      perspective plan for training on a yearly basis.
    Implementing the training calendar by coordinating in-house and external training
      pro grams.
    Design & implementation of indication.




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                       ABOUT JOB SATISFACTION


Job satisfaction refers to person's feeling of satisfaction on the job, which acts as a
motivation to work. It is not self satisfaction, happiness or self-contentment but
satisfaction on the job.


The term relates to the total relationship between individual and the employer for which
he is paid. Satisfaction does mean the simple feeling state of accompanying the
attainment of any goal the end-state is feeling accompanying the attainment by an
impulse of its objective. Job satisfaction does mean absence of motivation "at work.
Research workers differently described the factors contributing to job satisfaction and job
dissatisfaction.


Job satisfaction is defined the pleasurable emotional state resulting from the appraisal of
one's job as achieving or facilitating the achievement of one's job values." In contrast, job
satisfaction is defined as "the unpleasurable emotional state resulting from the appraisal
of one's job as frustrating or blocking the attainment of one's job values or as entailing
disvalues. " However, both satisfaction and dissatisfaction were seen as "a function of the
perceived relationship between what one perceives it as offering one entailing."


The key measure to employee satisfaction is


     Employee retention
     Productivity
     Customer satisfaction
     Profitability




All the above mentioned factors are obtained only if the employees are satisfied. This is
because satisfied employees tend to be more. Creative, tend to accept challenging jobs
which is an promotional opportunity to them ,They tend to be more productive.



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Employees with higher job satisfaction:
Believe that the organization will be satisfying in the long run. Care about the quality of
their work Are more committed to the organization Have higher retention rates, and
Are more productive.


Meaning and Definition:

       Locke gives a comprehensive definition of Employee Satisfaction

“A pleasurable positive emotional state resulting from appraisal of ones perception of
how well their job provides those things which are viewed as important. It is generally
recognized in the organizational Behavior field that employee's satisfaction is the most
important and frequently studied attitude".


Definitions of the concepts:

To understand the concept clearly, it is better to understand the literal meaning of them.

Therefore to understand the term "Employee Satisfaction" it is very much important to

know the words "Employee" And "Satisfaction" separately.


Employee: According to the Oxford Dictionary the meaning of the "Employee is a

Person employed for Wages". A person who works for another, in return, for financial or

other compensation.

       According to Employees State Insurance Act, 1948, An Employee is defined as

the one who is directly employed by the principal employee or whose services are

temporarily lent to by another with whom the employee has a contract of service. The act

also says that employee also includes any person employed for the wages or any work


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connected with the administration of the factory or establishment or any department or

branch there of or with the purchase of raw materials for or the distribution of scales of

the products of the factory or establishment. The act also covers any person engaged as in

apprentice, not being an apprentice under the Apprefltice Act, 1961 or under The

Standing Orders of the establishment, but does not include any member of the Indian

Naval, Military or Air-forces".


Satisfaction: According to the Oxford Dictionary the meaning of the satisfaction means

"atonement or compensation or a situation where the expectations have been met".

       According to the Dictionary of Psychology by J. Akinson, E. Berne & R.S.

Woodworth, Satisfaction means "A State of pleasant & wellbeing consequent upon

having gratified an appetite or motive".

       Welfare means fairing or doing well. It is a comprehensive term, and refers to the

physical, mental & emotional well being of an individual.


       The ILO at its Asian Regional Conference defined “Labours welfare as a term

which is understood to include such services, facilities and Amenities and may be

established or in the vicinity in them with amenities conducive to good health & high

morale.

   The Oxford dictionary defines labours welfare as “efforts to make life worth living for

workmen”.

Chambers dictionary defines as “a state of fairing on doing well, freedom from calamity,

enjoyment of health, prosperity etc.




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Need for Labour welfare in India

   The need for labours welfare was strongly felt by the committee of the royal

commitment to industrial work among the factory work and also the harsh treatment

receives from the employees since the developing country like India. This need was

emphasized by the constitution of India in the chapter on the directive principle of state

policy in the following articles.



Importance of Employee Satisfaction:

   1. Tracking the attitudes and opinions of employees can identify problems areas and

       solutions related to management and leadership, corporate policy, recruitment,

       benefits, diversity, training, and professional development.

   2. A comprehensive employee satisfaction study can be the key to a more motivated

       and loyal workforce.

   3. The first step is to understand exactly which issues have the greatest impact on

       employee satisfaction.

   4. The findings of the employee satisfaction survey will tell you exactly bow much

       more important one issue is over another so that you can focus your performance

       improvement initiatives appropriately.

   5. In analyzing the data, we can define and refine issues that need addressed, such as

       overall job satisfaction, professional fulfillment, employee motivation and

       commitment, likelihood to stay with the organization, pay level, corporate goals

       and Objectives.

   6. Survey results can be segmented by employee position, length of employment,

       full-time vs. part-time, etc.



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FACTORS AFFECTING EMPLOYEE SATISFACTION.

  1. Achievement

  2. Recognition

  3. Work itself

  4. Responsibility

  5. Advancement

  6. Personal growth

  7. Company policy and administration

  8. Supervision

  9. Relationship with supervisor

  10. Work conditions

  11. Salary

  12. Relationship with peers

  13. Personal life

  14. Relationship with subordinates

  15. Status

  16. Security




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THEORIES OF EMPLOYEE SATISFACTION.

DAVID MCCLELLAND’S MOTIVATIONAL NEED THEORY

David McClelland is most noted for describing three types of motivational need, which he

identified in his 1988 book, Human Motivation:

   •   Achievement motivation (n-ach),

   •   Authority or power motivation (n-pow),

   •   Affiliation motivation (n-affil).

Davidic McClelland’s needs-based motivational model

These needs are found to varying degrees in all workers and managers, and this mix of

motivational needs characterizes a person's or manager's style and behavior, both in terms

of being motivated and in the management and motivation others.


The need for achievement (n-ach)

The n-ach person is 'achievement motivated' and therefore seeks achievement, attainment

of realistic but challenging goals, and advancement in the job. There is a strong need for

feedback as to achievement and progress, and a need for a sense of accomplishment.

The need for authority and power (n-pow)

       The n-pow person is 'authority motivated'. This driver produces a need to be

influential, effective and to make an impact. There is a strong need to lead and for their

ideas to prevail. There is also motivation and need towards increasing personal status and

prestige.




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The need for affiliation (n-affil)

        The n-affil person is 'affiliation motivated', and has a need for friendly

relationships and is motivated towards interaction with other people. The affiliation driver

produces motivation and need to be liked and held in popular regard. These people are

team players.

        McClelland said that most people possess and exhibit a combination of these

characteristics. Some people exhibit a strong bias to a particular motivational need and

this   motivational   or     needs   'mix'   consequently   affects   their   behavior   and

working/managing style. McClelland suggested that a strong n-affil 'affiliation-

motivation' undermines a manager's objectivity, because of their need to be liked, and that

this affects a manager's decision-making capability. A strong n-pow 'authority-motivation'

will produce a determined work ethic and commitment to the organization, and while n-

pow people are attracted to the leadership role; they may not possess the required

flexibility and people-centered skills. McClelland argues that n-ach people with strong

'achievement motivation' make the best leaders, although there can be a tendency to

demand too much of their staff in the belief that they are all similarly and highly

achievement-focused and results driven, which of course most people are not.

        McClelland’s particular fascination was for achievement motivation, and this

laboratory experiment illustrates one aspect of his theory about the affect of achievement

on people's motivation. McClelland asserted via this experiment that while most people

do not possess a strong achievement-based motivation, those who do, display a consistent

behavior in setting goals.

        Volunteers were asked to throw rings over pegs rather like the Fair ground game;

no distance was stipulated, and most people seemed to throw from arbitrary, random



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       distances, sometimes close, Sometimes farther away. However a small group of

volunteers, whom McClelland suggested were strongly achievement-motivated, took

       Some care to measure and test distances to produce an ideal challenge- not too

easy, and not impossible. Interestingly a parallel exists in biology, known as the 'overload

principle', which is commonly applied to fitness and exercising, i.e., in order to develop

fitness and/or strength the exercise must be sufficiently demanding to increase existing

levels, but not so demanding as to cause damage or strain. McClelland identified the same

need for a 'balanced challenge' the approach of achievement-motivated people.

       McClelland contrasted achievement-motivated people with gamblers, and

dispelled a common pre-conception that n-ach 'achievement motivated' people are big risk

takers. On the contrary - typically, achievement-motivate din individuals set goals which

they can influence with their effort and ability, and as such the goal is considered to be

achievable. This determined results-driven approach is almost invariable present in the

character make-up of all successful business people and entrepreneurs.




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McClelland suggested other characteristics and achievement-motivate people:

Attitudes of

   •   Achievement is more important than material or financial reward.

   •   Achieving the aim or task gives greater personal satisfaction than receiving praise

       or recognition.

   •   Financial reward is regarded as a measurement of success, not an end in itself.

   •   Security’s not prime motivator, nor is status.

   •   Feedback is essential, because it enables measurement of success, not for reasons

       of praise or recognition (the implication here is that feedback must be reliable,

       quantifiable and factual).

   •   Achievement-motivated people constantly seek improvements and ways of doing

       things better.

   •   Achievement-motivated people will logically favor jobs and responsibilities that

       naturally satisfy their needs, i.e. offer flexibility and opportunity to set and

       achieve goals, e.g., sales and business management, and entrepreneurial roles.

       McClelland firmly believed that achievement-motivated people are generally the

ones who make things happen and get results, and that, this extends to getting results

through the organization of other people and resources, although as stated earlier, they

often demand too much of their staff because they priorities achieving the goal above

many varied interests and needs of their people.

       Interesting comparisons and relationships can be drawn between McClelland's

motivation types, and the characteristics defined in other behavioral models, e.g.




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Benziger's thinking and working styles: Achievement-motivation is A double-frontal

brain mode style; affiliation-motivation is right basal (rear); authority-motivations

arguably left basal (rear).

Adair's action-centered leadership model: Achievement-motivated Managers are

firmly focused on the Task, often to the detriment of The Individual and the Team.

Affiliation-motivation people are Team And Individual centered.

Thomas International (Perform ax) DISC system: Achievement motivated people are

'D' profiles - results-driven, decisive, dominant, etc. Affiliation-motivated people are I

(proactive) and S (reactive) profile Authority-motivated people are Sand C profiles.

Hersey/Blanchard's Situational Leadership model: Achievement motivated people

tend to favor the styles of the first and second modes ('telling' and 'selling'); affiliation-

motivated people tend to favors the third mode ('participating'); and the authority-

motivated people tend to favor the style of mode four ('delegating').

McGregor XY Theory: Achievement-motivated people tend towards X-Theory style,

due to their high task focus; there is plenty of Exception however, and training definitely

helps the n-ach manager to seethe value of employing Theory Y style.

n-pow managers are Definitely Theory X. n-affil are typically Theory Y and if not can

relatively easily be trained to be so.

Hertzberg motivators and hygiene factors: n-ach people are more Responsive to the

Hertzberg motivators (especially achievement obviously) an n-affil and n-pow people.




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ADAM’s. EQUITY THEORY

John Stacey Adams -equity theory on job motivation

       John Stacey Adams, workplace and behavioral psychologist, put forward his

Equity Theory on job motivation in 1963. There are Similarities with Charles Handy's

extension and interpretation of previous simpler theories of Maslow, Hertzberg and other

pioneers of work place psychology, in that the theory acknowledges that subtle and

variable factors affect each individual's assessment and perception of their relationship

with their work, and thereby their employer. Awareness and cognizance feature more

strongly than in earlier models, as does the influence of colleagues and friends, etc, in

forming cognizance, and in this particular model, 'a sense of what is fair and reasonable'.



Adams' equity theory

       We each seek a fair balance between what we put into our job and what we get out

of it. Adams calls these inputs and outputs. We form perceptions of what constitutes a fair

balance or trade of inputs and outputs by comparing our own situation with other

'referents'(reference points or examples) in the market place. We are also influenced by

colleagues, friends, partners in establishing these benchmarks and our own responses to

them in relation to our own ratio of inputs to outputs.

       If we feel are that inputs are fairly and adequately rewarded by outputs (the

fairness benchmark being subjectively perceived from market norms and other

comparables references) then we are happy in our work and motivated to continue

inputting at the same level.


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Inputs are typically:                                      Outputs are typically

Effort,   loyalty,       hard      work, People            Financial    rewards      -   pay,    salary,

commitment,           skill,      ability, need to feel expenses, perks, benefits, pension

adaptability,                  flexibility, that there is arrangements, bonus and commission –

tolerance, determination, heart a                     fair plus        intangibles       -recognition,

and soul, enthusiasm, trust in our balance                 reputation, praise and thanks, interest,

boss and superiors, support of between                     responsibility, stimulus, travel,

colleagues      and      subordinates, Inputs and          training,    development,       sense     of

personal sacrifice, etc.                   Outputs.        achievement and advancement,

                                                  promotion, etc.
If we feel that our inputs out-weigh the outputs then we become demotivated in relation

to our job and employer. People respond to this feeling in different ways: generally the

extent of demotivation is proportional to the perceived disparity between inputs and

expected outputs. Some people reduce effort and application and become inwardly

disgruntled, or outwardly difficult, recalcitrant or even disruptive. Other people seek to

improve the outputs by making claims or demands for more reward, or seeking an

alternative job.




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ABRAHAM MASLOW’S HIERARCHY OF NEED MOTIVATIONAL
                    MODEL

       Abraham Maslow developed the Hierarchy of Needs model in 1940-50's USA,

and the Hierarchy of Needs theory remains valid today for understanding human

motivation, management training, and personal development. Indeed, Maslow's ideas

surrounding the Hierarchy of Needs concerning the responsibility of employers to provide

a workplace environment that encourages and enables employees to fulfill their own

unique potential (self-actualization) are today more relevant than ever. Abraham

Maslow's book Motivation and Personality, published in 1954 (second edition 1970)

introduced the Hierarchy of Needs, and Maslow extended his ideas in other work, notably

his later book Toward a Psychology of being, a significant and relevant commentary,

which has been revised in recent times by Richard Lowry, who is in his own right a

leading academic in the field of motivational psychology.

       Abraham Maslow was born in New York in 1908 and died in 1970, although

various publications appear in Maslow's name in later years. Maslow's PhD in psychology

in 1934 at the University of Wisconsin formed the basis of his motivational research,

initially studying rhesus monkeys. Maslow later moved to New York's Brooklyn College.

       Maslow's original five-stage Hierarchy of Needs model is clearly and directly

attributable to Maslow; later versions with added motivational stages are not so clearly

attributable. Maslow's Hierarchy of Needs has been extended through interpretation of

Maslow's work by other people, and these augmented models and diagrams are shown as

the adapted seven and eight-stage Hierarchy of Needs models below. There is some

uncertainty as to how and when these additional three stages (six, seventh and eighth -

'Cognitive', 'Aesthetical', and 'Transcendence') came to be added, and by whom, to The




Babasabpatilfreepptmba.com                                                     Page 43
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Hierarchy of Needs model, and many people consider Maslow's 'original five-stage

Hierarchy Of Needs model to be the definitive (and perfectly adequate) concept.


Maslow's hierarchy of needs

        Each of us is motivated by needs. Our most basic needs are inborn, having

evolved over tens of thousands of years. Abraham Maslow's Hierarchy of Needs helps to

explain how these needs motivate us all. Maslow's Hierarchy of Needs states that we must

satisfy each need In turn, starting with the first, which deals with the most obvious needs

for survival itself.

        Only when the lower order needs of physical and emotional well being are

satisfied are we concerned with the higher order needs of Influence and personal

development.

        Conversely, the things that satisfy our lower order needs are swept away, we are

no longer concerned about the maintenance of our higher order needs. Maslow's original

Hierarchy of Needs model was developed between1943-1954.




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FREDERICK HERTZBERG MOTIVATIONALTHEORY

Frederick Hertzberg’s motivation and hygiene factors

        Frederick Hertzberg’s book 'The Motivation to Work', written with research

colleagues B Mausner and B Snyderman in 1959, first established his theories about

motivation in the workplace. Hertzberg's work, originally on 200 Pittsburgh engineers

and accountants, has become one of the most replicated studies in the field of workplace

psychology.



        Hertzberg was the first to show that satisfaction and dissatisfaction at work nearly

always arose from different factors, and were not simply opposing reactions to the same

factors, as had always previously been (and still now by the unenlightened) believed.



        He showed that certain factors truly motivate ('motivators'), whereas others tend to

lead to dissatisfaction ('hygiene factors').



According to Hertzberg, Man has two sets of needs; one as an animal to avoid pain, and

the other as a human being to grow psychologically.

        He illustrated this also through Biblical example: Adam after his Expulsion from

Eden having the need for food, warmth, shelter, safety, etc., - the 'hygiene' needs; and

Abraham, capable and achieving great things through self-development - the

'motivational' needs.



        Hertzberg's research proved that people will strive to achieve hygiene needs

because they are unhappy without them, but once satisfied the effect soon wears off -

satisfaction is temporary.

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                              METHODOLOGY


TOPIC: STUDY ON EMPLOYEES JOB SATISFACTION


DATA COLLECTION METHOD:
Data was collected from both primary and secondary sources of information.


PRIMARY DATA COLLECTION SOURCES:
All necessary information about the company was collected from meeting employees and
discussion with company guide B.B. Katarki (administrative manager).


SECONDARY SOURCES:


Data was collected from internal and external secondary sources like, published articles,
prospectus, website etc.


SAMPLING ELEMENTS:

Employees of Keshav cements and infra ltd.


SAMPLING METHOD:


The sampling method that was used is non random sampling.


SAMPLING SIZE


Sample size is 50 employees of Keshav cements and Infra ltd,




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MANAGEMENT PROBLEM:
       Problem of high absenteeism and labor Turnover, Company wants to know causes
for this problem.


RESEARCH PROBLEM
To Study the employees job satisfaction in the company.


PURPOSE OF THE STUDY
Job satisfaction is one of the important: criteria where company can thoroughly
understand the labors and there problems and causes for labor turnover and company can
take measures. In order to understand the perception of the employees in this regard,. I
have chosen this topic and designed a questionnaire.


TOPIC:
"EMPLOYEE JOB SATISFACTION AT KESHAV CEMENTS AND
INFRA LTD."




                                    OBJECTIVE


    To measure Job satisfaction level from different perspectives.

    To study the impact of job satisfaction on employee morale
   .
    To find out the effectiveness of safety and health care measures taken by
       KESHAV CEMENT Works


    To identify the perceived importance of satisfaction factors and the issues causing
       dissatisfaction.




Babasabpatilfreepptmba.com                                                     Page 48
"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA
                            LID"




Babasabpatilfreepptmba.com                           Page 49
"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA
                            LID"


   1. Do you think that the superior has to closely monitor the activity of an
      employee?

           Option                     No of respondents                   Percentage

            Yes                               17                              34

             No                               20                              40

         Don’t know                           13                              26




    45
                                                           40
    40
                                                   34
    35

    30
                                                                     26
                                                                             Yes
    25
                         20                                                  No
    20           17                                                          Don’t know
    15                           13

    10

     5

     0
                  No of respondents                     Percentage


Analysis

     In this table we find and also I think 34%employee are the superior has to closely
monitor activity of an employee. And 40% of employee said .superior not has closely
monitor the activity an employee. And some 26% of employee don’t know about this
things.

    In this above table It can be inferred that the 40%f the Employees of KESHAV CEMENTS said
that they are superior not has top closely monitor activity of an employee .but 34%of employee
are superior has to closely monitor activity of an employee . so last we can find KESHAV
CEMENT EMPOLEE ARE It MEANS 60%not satisfied with superior has to closely monitor activity
of an employee




Babasabpatilfreepptmba.com                                                           Page 50
"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA
                            LID"




   2. As an employee do you think that lack of satisfaction in jobs leads to.

               Option                       No of respondent                                 In%
     Lower productivity                                   2                                   4
    Lower performance                                     26                                 52
        Poor output                                       5                                  10
      Lack efficiency                                     10                                 20
        Absenteeism                                       2                                   4
 All the factors are relevant                             5                                  10




         60
                                                52
         50

                                                                        Lower productivity
         40
                                                                        Lower performance
                                                                        Poor output
         30           26
                                                                        Lack efficiency
                                                          20            Absenteeism
         20
                                                                        All the factors are relevant
                               10                    10            10
         10                5            5   4                  4
                  2                 2
           0
                   No of respondent                  In%




Analysis

     52% of the employee said that lack of job satisfaction in job directly affects on their
performance , 20% said that efficiency will decrease ,10%of the employee said these all
factors are relevant

     From above it can be inferred that majority of the employees of KESAV CEMENT
feel that lack of job satisfaction highly effects on job performance of the employee .
remaining employees feel that lack of job satisfaction also effects on productivity ,out
put ,and efficiency to some extent.


Babasabpatilfreepptmba.com                                                                         Page 51
"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA
                            LID"




     3. How far do you agree with the statement “if you are satisfied you can perform
                                           better?


           Option                        No of respondent                 Percentage
     Strongly disagree                          3                               6
    Some what disagree                          2                               4
           Neutral                              5                              10
      Some what agree                           9                              18
       Strongly agree                           31                             62




     70
                                                               62
     60

     50
                                                                    Strongly disagree
     40                                                             Some what disagree
                                    31                              Neutral
     30                                                             Some what agree
                                                          18        Strongly agree
     20
                             9                       10
     10                 5                   6
             3                                  4
                   2
      0
                 No of respondent               Percentage




Analysis

   80% of the employee feel that higher job satisfaction leads to performance where as
10% of the employee feel that job satisfaction does not have any impact on the
performance . about 10%0f the are unable to say anything


      It can be concluded higher the job satisfaction higher the performance of an
employee.




Babasabpatilfreepptmba.com                                                           Page 52
"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA
                            LID"




   4. Considering working hours and physically environment how satisfied are with
      your job?


           Option                       No of respondent                Percentage

     Very dissatisfied                          9                               18
  Some what dissatisfied                        4                               8
           Neutral                              2                               4
     Some what agree                            29                              58

        Strongly agree                          6                               12




   70

                                                            58
   60

   50
                                                                      Very dissatisfied
   40                                                                 Some what dissatisfied
                                                                      Neutral
                            29
   30                                                                 Very satisfied
                                           18                         Not sure
   20
                                                                 12
             9                                   8
   10                               6
                   4                                    4
                        2
    0
                 No of respondent                   Percentage




Analysis




Babasabpatilfreepptmba.com                                                             Page 53
"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA
                            LID"

      From the above table it is observed that 70% of the employee feel that the physical
environment and workings hours give more job satisfaction .about 26%feel that physical
environment and working hours do not give job satisfaction
 It can be inferred that good physical environment and congenial working hours coupled
with closed supervision of the superior to lead to higher performance ultimately


   5. As an employee do you feel that you have enough freedom in your position to
      take independent action when required ?



            Option                       No of respondent              Percentage
     Strongly disagree                          2                           4
    Some what disagree                         18                          36

            Neutral                            18                          36
      Some what agree                          09                          18
         Strongly agree                         3                           6




    40
                                                    36   36
    35

    30
                                                                          Strongly disagree
    25
                                                                          Some what disagree
    20             18     18                                  18          Neutral
                                                                          Some what agree
    15
                                                                          Strongly agree
                               9
    10
                                                                   6
                                     3          4
     5        2

     0
                  No of respondent                   percentage




Analysis

        About 40% of employee feel that they do not have enough freedom to take
independent action . 36%are unable to decide and 24% feels that they have the freedom of
taking independent decision .

Babasabpatilfreepptmba.com                                                      Page 54
"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA
                            LID"


     It can be inferred that the employee s KESHAV CEMENTS do not have sufficient
freedom to take independent their action.




   6. Do you have enough opportunity to participate in decision making process in
      the company?


                                        No of respondent                 Percentage
     Strongly disagree                           3                            6
    Some what disagree                           24                          48
           Neutral                               15                          30
     Some what agree                             5                           10
        Strongly agree                           3                            6




   60


   50                                                 48


   40                                                                    Strongly disagree
                                                                         Some what disagree
                                                           30
   30                                                                    Neutral
                  24
                                                                         Some what agree
   20                                                                    Strongly agree
                       15
                                                                10
   10                        5               6                       6
             3                      3
    0
                 No of respondent                     Percentage




Analysis

About 54% of employee feel that they are not involved in decision making process. 30%
are unable to decide and 16% feels that they are involved in decision making process.




Babasabpatilfreepptmba.com                                                         Page 55
"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA
                            LID"

     It can be inferred that the employees of KESHAV CEMENT are not involved in
decision making process.




   7. Would you refer a friend to apply for a job at this company?

            Option                         No of respondent                  Percentage

           Definitely                             .8                            16
           Probably                              25                             50
        Probably not                              6                             12
        Definitely not                            5                             10

           Not sure                               6                             12




   60
                                                        50
   50


   40                                                                              Definitely
                                                                                   Probably
   30                25                                                            Probably not
                                                                                   Definitely not
   20                                              16                              Not sure
                                                              12        12
                                                                   10
   10                      6     5     6
              0.8
    0
                    No of respondent                     Perncentage




Analysis

      66%of the employee agreed that they are refer friend to apply of the job in the
company and also22%only employees are not agreed to apply the job in the company.
Then some employees are don’t say .



Babasabpatilfreepptmba.com                                                           Page 56
"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA
                            LID"

     From table 66%employees are agreed that they are refer friend to apply of the job in
the company because they are satisfied AT KESHAV CEMENT COMPANY IN
LOKAPUR and some employees are not satisfied . and employees are not agreed and
                                                                      In(%)
        OPTIONS              No. Of Respondents

    Strongly agree                         40                             81
    Somewhat Agree
                                            8                             16
   Somewhat Disagree
                                            1                             2
    Strongly Disagree
                                            1                             1
     Neither agree nor
          disagree                           0                  0
they are not refer friend to apply of the KESHAV CEMENT COMPANY




   8. Full co operation received from other department




    90
                                      81
    80

    70

    60                                                          Strongly agree
                                                                Somewhat Agree
    50
           40                                                   Somewhat Disagree
    40
                                                                Strongly Disagree
    30                                                          Neither agree nor disagree
    20                                     16
                8
    10
                    1   1    0                   2      1   0
    0
            No. Of Respondents                  In(%)




Analysis

    The above table reveals that ,81% of the total employees agree that they get full co-
operation form the other dept. About 2% of the total employees do not agree for the
above statement.

Babasabpatilfreepptmba.com                                                          Page 57
"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA
                            LID"


   In above statement we can be find 81% of the total employee agree that they get full
                                                                     In(%)
         OPTIONS                 No. Of Respondents

    Strongly agree                         42                           83
    Somewhat Agree
                                           7                            14
  Somewhat Disagree
                                           1                             2
   Strongly Disagree
                                           0                             0
     Neither agree nor
          disagree                          0               1
co operation from the other dept. in this KE SHAV CEMENT COMPANY employees
are full co operation in different department.




   9. The recreational provided in community canteen and club are good




    90                                83
    80

    70

    60                                                          Strongly agree
                                                                Somewhat Agree
    50
           42                                                   Somewhat Disagree
    40
                                                                Strongly Disagree
    30                                                          Neither agree nor disagree
    20                                     14
    10          7
                    1   0    0                   2      0   1
     0
            No. Of Respondents                  In(%)




Analysis

   83% 0f employee are agree to the recreational provide community and canteen and
Club are good. And also remaining 2%of employee dis agree to the recreational provide
community and canteen andClub are good.

Babasabpatilfreepptmba.com                                                          Page 58
"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA
                            LID"


    From the above table it is observed that employees are satisfied with the recreational
facilities provided at KESHAV CEMENT

                                                                      In(%)
         OPTIONS                 No. Of Respondents

    Strongly agree                         26                           52
    Somewhat Agree
                                           16                           32
   Somewhat Disagree
                                           5                            10
    Strongly Disagree
                                           3                             6
    Neither agree nor
        disagree                           0                             0




   10. Job promotion this organization are fair and objective




    60
                                      52
    50


    40                                                           Strongly agree
                                           32                    Somewhat Agree
    30     26                                                    Somewhat Disagree
                                                                 Strongly Disagree
    20          16                                               Neither agree nor disagree
                                                 10
    10               5                                  6
                         3
                             0                              0
     0
            No. Of Respondents                  In(%)




Babasabpatilfreepptmba.com                                                           Page 59
"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA
                            LID"

Analysis

The above tabular column reveals that ,employees agree that promotion at KESHAV
CEMENT are fair .It is based on performance and not on Favoritism. About 10% of the
employees are quite satisfied with the promotions. 6% of employees are disagree for the
promotions.

       So from the above table KESHAV CEMENT employee are 52% of employee
strongly agree to the promotion. So employee agree that promotion at KESHAV
CEMENT Aare fair.

   11. Are availing canteen facility?


        OPTIONS                   No Of Respondents                     In(%)


           Yes                           42                              84


           NO                            8                               16




   90                                                 84
   80

   70

   60

   50                                                                            Yes
                  42
   40                                                                            NO

   30

   20                                                              16
                              8
   10

    0
                 No Of Respondents                         In(%)




Analysis
Babasabpatilfreepptmba.com                                                      Page 60
"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA
                            LID"




The above tabular column reveals that 84% of total employees are availing the canteen
                                                                     In(%)
           OPTIONS                No. Of Respondents

           Strongly agree                         43                          86
           Somewhat Agree
                                                  6                           13
          Somewhat Disagree
                                                  1                            1
          Strongly Disagree
                                                  0                            0
          Neither agree nor
              disagree                         0                               0
facility. 16% of the employees are not availing the canteen facility.

    At KESHAV CEMENT COMPANY provide canteen facility to employee .so 84% of
total employee are availing the canteen facility .So 16% employee are not availing
canteen facility.



               12. I am satisfied with keshav cement unit as a place to work.




    100
     90                                 86

     80
     70                                                             Strongly agree
     60                                                             Somewhat Agree
     50       43                                                    Somewhat Disagree
     40                                                             Strongly Disagree

     30                                                             Neither agree nor disagree

     20                                      13
     10            6
                       1   0    0                      1   0   0
      0
               No. Of Respondents                 In(%)




Analysis

Babasabpatilfreepptmba.com                                                           Page 61
"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA
                            LID"


    At keshav cement 86% of employee are satisfied with KESHAV CEMENTunit as a
place to work .And 1%0f employee are dissatisfied with keshav cement unit as a place to

                                                                     In(%)
        OPTIONS                No. Of Respondents

    Strongly agree                       41                            82
    Somewhat Agree
                                          7                            14
   Somewhat Disagree
                                          2                             4
    Strongly Disagree
                                          0                             0
   Neither agree nor
       disagree                           0                             0
work

   From above all tabular column it is observed that employees are satisfied for being the
part of the unit of Belgaum works.




   13. Your opinion taken into account in department




Babasabpatilfreepptmba.com                                                       Page 62
"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA
                            LID"



    90
                                      82
    80

    70

    60                                                           Strongly agree
                                                                 Somewhat Agree
    50
           41                                                    Somewhat Disagree
    40
                                                                 Strongly Disagree
    30                                                           Neither agree nor disagree
    20                                     14
    10          7
                    2                            4
                        0    0                          0   0
     0
            No. Of Respondents                  In(%)




Analysis

82%of employee are strongly agree for our opinion taken into account dept .and also
4%of employee disagree for our opinion taken into account dept.

From the above table it is observed that employees are given opportunity to express their
views and ideas for which even they get appreciation .

   14. Training is provided time




Babasabpatilfreepptmba.com                                                           Page 63
"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA
                            LID"



           Option                  No of respondent             percentage
         Strong agree                    36                          73
    Some what agree                      12                          23

    Strongly disagree                     1                           3

   Some what disagree                     1                           1

Neither agree nor disagree                0                           0



    80

    70

    60
                                                             Strong agree
    50
                                                             Some what agree
    40                                                       Strongly disagree
                                                             Some what disagree
    30
                                                             Neither agree nor disagree
    20

    10

     0
                No of respondent           percentage




Analysis
      The above question was asked to know the agreement level of employees about the
training provided at KESHAV CEMENT..73%of the employees agree they get training
on time.23% of the employees are quite satisfied for the above statement.

    KESHAV CEMENT providing training timely . 73%of employee are satisfied for..
providing training timely . and also keshav cement company provide training when is
training is need. so employee are satisfied.




Babasabpatilfreepptmba.com                                                        Page 64
"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA
                            LID"

                               FINDINGS:-


  1. 40% of the employees agreed that superior has monitor the activity of an
       employees.
  2. At Keshav cement 86% of employee are satisfied with KESHAV CEMENTunit as
       a place to work .
  3. An employee is thinking that lack of job satisfaction leads to the poor output.
  4. 60% of the employees strongly agreed to the statement” if you are satisfied you
       can perform better.
  5. 40 % of the employees considering working hours and environment satisfied with
       their job.
  6. 50% of the employees agreed that they are feeling enough freedom in their
       position to take independent action when required.
  7. 52% of the employees agreed that we have enough opportunity to participate in
       decision making process in company.
  8. 66% of the employees agreed that they are referring friend to apply of the job in
       the company.
  9.    81%of employee agreed that they are full co operation received from other
       department
  10. 83% 0f employee are agree to the recreational provide community        and canteen
       and Club are good. From the above table it is observed that employees are
       satisfied with the recreational facilities provided at KESHAV CEMENT
  11. KESHAV CEMENT employee are 52% of employee strongly agree to the
       promotion. So employee agree that promotion at KESHAV CEMENT are fair.
  12. At KESHAV CEMENT COMPANY provide canteen facility to employee .so
       84% of total employee are availing the canteen facility .So
  13. 82%of employee are strongly agree for our opinion taken into account dept. it is
       observed that employees are given opportunity to express their views and ideas
       for which even they get appreciation .
  14. 73%of the employees agree they get training on time.23% of the employees are
       quite satisfied for the above statement. . and also keshav cement company provide
       training when is training is need. so employee are satis


Babasabpatilfreepptmba.com                                                       Page 65
"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA
                            LID"



                                 SUGGETIONS


  •   The organization should provide enough freedom to the workers to take
  independent action/decision with respect to their work in case of emergency, and
  even management can involve the workers in the decision making process which
  will go a long way to enhance the interpersonal relations between superiors and
  subordinates which will make feel the employees that they are the part of
  organization which leads to a sense of belongingness and also better job
  satisfaction.


  •   Though the employees are satisfied in their work by and large, it is found that
  there is a negative attitude among them to continue with the same organization. It
  may be due to certain grey areas in the working environment for which the
  organization may conduct counseling for employees.




Babasabpatilfreepptmba.com                                                    Page 66
A project report on  empl oyees job satisfactionat keshav cements and infra lid
A project report on  empl oyees job satisfactionat keshav cements and infra lid
A project report on  empl oyees job satisfactionat keshav cements and infra lid
A project report on  empl oyees job satisfactionat keshav cements and infra lid
A project report on  empl oyees job satisfactionat keshav cements and infra lid
A project report on  empl oyees job satisfactionat keshav cements and infra lid
A project report on  empl oyees job satisfactionat keshav cements and infra lid
A project report on  empl oyees job satisfactionat keshav cements and infra lid

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A project report on empl oyees job satisfactionat keshav cements and infra lid

  • 1. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" CONTENT SL. NO PARTICUALARS PAGE .NO CHAPTER-1 1 EXECUTIVE SUMMORY 1-5 2 INTRODUCTION TO STUDY 6-7 CHAPTER-2 3 INDUSTRY PROFILE 7-12 4 COMPANY PROFILE 13-14 5 ORGANIZATION CHART 14-16 6 DEPARTMENTAL STUDY 17-25 CHAPTER-3 7 LITERATURE REVIEW 27-47 8 DATA ANALYSIS AND INTERPRETATION 49-62 CHAPTER-4 9 FINDINGS 63-64 10 CONCLUSION 64-65 11 SUGGESTIONS & RECOMMENDATIONS 65-66 ANNEXURE:- 12 66-71 QUESTIONNAIRE 13 BIBILOGRAPHY 71-72 Babasabpatilfreepptmba.com Page 1
  • 2. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" EXECUTIVE SUMMARY Shree Keshav Cements and infra Itd (formerly known as Katwa Udyog ltd) was incorporated in the year 1993, and started its production in Feb 2008. in state of Karnataka with its registered office at Belgaum, production plant is situated i1ear to lokapur, Bagalkot. Keshav Cements ltd is engaged in manufacturing of 43 and 53grade cements, this is one of the promoting company of Katwa groups which is growing in different fields like Katwa infotech, Katwa constructions,(F&L),So as keshav cements is a another developing group of Katwa they are thinking to expand its capacity in near future. TITLE OF THE PROJECT: "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID". Statement of the problem: This particular topic is selected because Employee job satisfaction is a very important element, necessary for the smooth functioning of an organization. Employee surveys provide a channel for employee to communicate their views on a wide range of issues in total confidence .They help management to build up an accurate picture of how employees perceive the organization and highlight the causes of employee dissatisfaction,. SCOPE OF THE STUDY: The scope of the study is to measure the job satisfaction level of employees in Keshav cements and Infrastructure ltd. Babasabpatilfreepptmba.com Page 2
  • 3. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" FINDINGS : • From the analysis it can be inferred that majority of the Employees feel that they don't have. freedom to take independent action and few are said they have freedom to take action when required so by this 1 found that employees of KESHAV CEMENTS do not have sufficient freedom to take independent action in their work. • Majority of Employees said that they are not involved in the decision making process feels that they are involved in decision making. By this we can say that there· is no much scope for employees ill decision making process . • By analysis I found that more no. of employees said that the lack of job satisfaction highly effects on performance of the employee. Some employees feel that lack of job satisfaction also effects on productivity, output, and efficiency to some extent. • Majority of employees feel that. higher job, satisfaction leads to higher performance where as, Few employees feel that job satisfaction does not have any impact Oil the performance. It can be said that higher the job satisfaction higher the performance of an employees. Babasabpatilfreepptmba.com Page 3
  • 4. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" SUGGETIONS: • It is revealed In this study that employees are not satisfied in the areas of participative decision 111uking and enough of freedom in independent action in their work. It is advisable to involve the workers in the decision making process which will enhance the interpersonal relations. • The Management should. Jet their employees know that they consider them valuable individuals that is, should treat the people with respect and honesty. • With regards,· suggestions from the employees, which they feel happy and motive them, I would like to forward these like, appreciation and recognition, healthy and good working environment. CONCLUSION: From the study it can be concluded that the employees of this company are by and large satisfied about their job especially in connection with working environment and working hours. However majority of eh1ployees .do not appear to have an attitude of continuing in the organization for which the exact reasons could not be found out. So management can adopt and follow those factors which leads to job satisfaction and it may improve work environment and culture so that it will multiply value of satisfaction and productivity. Babasabpatilfreepptmba.com Page 4
  • 5. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" LIMITATIONS  Some of answers were because the employees thought that they would be put into trouble.  Lack of Knowledge of employees about certain aspects was also a constraint.  Time was also constraint during the project Babasabpatilfreepptmba.com Page 5
  • 6. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" Babasabpatilfreepptmba.com Page 6
  • 7. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" INTRODUCTION TO STUDY Employee job satisfaction survey provides a channel for employees to communicate their view on a wide range of issues in total confidence. Employee satisfaction survey,' was, conducted to find out the satisfaction level of the employees at "KESHAV CEMTNTS AND INFRA LTD". The other objective was to find out the areas of low satisfaction, were corrective measures can be taken. The Employee Satisfaction Survey helps companies, to determine how their employees think and to identify employees' needs' and concerns so that improvements can be made and stronger teams can be formed. Business performance is expected to increase as more satisfied employees will increase a company's competitiveness, and they are better able to recognize opportunities and threats, and better leverage limited resources to maximize the company's profits. Other intangible benefits include the reinforcement of company goals and values, better internal and external communication, a positive working and social environment, an improved company image and increased employee loyalty. Babasabpatilfreepptmba.com Page 7
  • 8. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" INTRODUCTION TO CEMENT INDUSTRY Man has always looked for some material to fasten other materials together. The first material to be used was clay, which had been worked with water. In general way, cement can be classified as mortar; which is used as binder in various kinds of composite building material. Next to iron and steel,' c9meniis now the most important ,binding material. Various forms of cement have been used for many years but they have been greatly improved during this century. As far as the Romans, it was known that various minerals; when treated could be used as mortar. This was the begini1ing of the cement industry. 'The fundamental principle of making cement is to take some natural minerals and treat them with heat and grinding. The heat will drive off the water and carbon dioxide. The Romans were the first to make similar to our Portland cement The year 1756 is considered as he starting point o our modern cement industry and John Sn1eaton as English Engineer, is given the credit. Portland cement takes its name from the fact that it resembles in color stone that comes from Portland England. Joseph, Aspidin, an English brick layer, in 1984 invented a hydraulic lime, which is named as Portland cement'. Portland cement is manufactured in United States Since 1872. Portland cement was first manufactured in India as long ago as in the year 1904 at Madras by , company called south India Industrial Limited. In the year 1912 Indian Cement Company was started in Porabandar on a rated capacity. Now India is the second largest producer of cement with total production capacity exceeding 102.2mn tons including mini sectors. china and Japan stands first in the world in production of cement The word ‘CEMENT’ is a binder, a substance which sets & hardens independently, & can bind other materials together. The word ‘cement ’ is derived from the ‘Roman’ language “opus caementicium” to describe masonry which resembled concrete & was made from crushed rock with burnt lime as binder. Later it referred to as; cementum, cimentum, cament & cement. Babasabpatilfreepptmba.com Page 8
  • 9. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" Cement is a chemical compound existing of lime stone or chalk, clay, sand, & gypsum to form the end product we know as cement. Cement used in construction are characterized as “hydraulic & non hydraulic” cement. Cement is mainly used in the production of ‘mortar & concrete’- the bonding of natural or artificial aggregates to form a strong building material which is durable in the face of normal environmental effects. Cement should not be confused with ‘concrete’ as the term cement explicitly refers to the dry powder substance. Upon the addition of water & or additives the cement mixture is referred to as concrete, especially if aggregates have been added. It is uncertain where it was first discovered the hydrate & non hydraulic cement, but concrete made from such mixtures was first used on a large scale by “Roman Engineers”. In the 18th century a big effort started in Europe to understand why some limes possess hydraulic properties. ‘John smeaton’ often referred to as ‘Father of Civil Engineering in England’ concentrated his work in this field. ‘James parker’ in the 1780s, founded the ‘Natural cement’ made by burning septaria. The invention of ‘port land cement’ is generally credited to ‘Joseph Aspedin’ an English bricklayer in 1824. In 1838 a young chemical Engineer ‘Isac Johnson’ burned the cement raw material at high temperature until the mass was nearly vertified producing the ‘modern Portland cement’. The German chemist ‘Wilhelm michaelis’ proposed the establishment of cement standards in 1875. the use of concrete in construction grew rapidly from 1850 onwards, & was soon the dominant use for cements. Thus Portland cement began its predominant role. Types of cement: 1) Portland cement 2) Portland cement blends  Portland blast furnace cement  Portland fly ash cement  Portland pozzolan cement  Portland silica fume cement  Masonry cements  Expansive cements Babasabpatilfreepptmba.com Page 9
  • 10. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"  White blended cements  Colored cements  Very finely ground cements 3) Non Portland hydraulic cements  Pozzolan-lime cements  Slag-lime cements  Super sulfated cements  Calcium aluminate cement  Calcium sulfo aluminate cement  Natural cement Indian Cement industry The cement industry is experiencing a boom on account of the overall growth of the Indian economy primarily because of increased industrial activity, flourishing real estate business, growing construction activity, & expanding investment in the infrastructure sector. The performance of the industry, under different policy regimes, truly establishes that decontrol of the industry & liberalization of the economy has led to remarkable improvement in the indicators such as installed capacity, capacityutilization, per capita consumption & exports. . Cement is an essential component of infrastructure development & most important input of construction industry, particularly in the government’s infrastructure & housing programs, which are necessary for the country’s socioeconomic growth & development. It is also the second most consumed material on the planet. The Indian cement industry is the second largest producer of cement in the world just behind China, but ahead of the United States & Japan. It is consented to be a core sector accounting for approximately 1.3% of GDP & employing over 0.14 million people. Also the industry is a significant contributor to the revenue collected by both the central & state governments through excise & sales taxes. Babasabpatilfreepptmba.com Page 10
  • 11. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" OVEERVIEW OF THE COMPANY Shree quality cements limited was incorporated in the year 1981 and started its operation in 1987, near to lokapur, Mudhol taluk, Bagalkot. It was started by Shree B.N.Shah, . The reason behind starting this industry in this area was heavy demand and and availability of raw material. The total urea of plant is 35 acres. In the year 1993, due to some major problems like labors, and electricity it was become sick unit and it was closed its operation. In 2007 Katwa Udyog Itd purchased this plant in public auction sales held by DRT Pune. It changed its name as KESHAV CEMENTS AND INFRA LTD and it started its production in feb 2008 with the investment of 18crores.The present capacity of this plant is 200TPD. It has got 300 acres own mines, presently under litigation. In order to meet long term organizational goals of growth, adapting the latest technologies, and attaining competitive advantages through economics of Scale, the company now expanding its capacity 200-400 TPD. Growth of the company The company started its production with installation of wet process kiln of 200 TPD capacities with the growth of market .demand. Thus making the total production capacity from 200-400 TPD. In order to .meet the increasing demand for cement and achieve the economy, the management has modernized its plant and has set up 400 TPD capacities. In order to overcome the critical power problem the company has installed the diesel generating machines of its modernization plan. Now 1l1anagement making investment about Rs 25 cores for materialization and pollution control programs. Babasabpatilfreepptmba.com Page 11
  • 12. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" Swot analysis of keshav cements The overall evaluation of a company's strengths, weaknesses, opportunities & threats IS called swot analysis. Every company Wants to know its strength, weakness, and opportunities and threats so that it's easy for them to convert its weakness and threats into opportunities and survive in the market. Similarly following is the swot analysis of keshav cements: Strengths: • Location; the keshav cements is ,located " I km away from Lokapur on a land of its 35 acres. The town is well connected by roadways. • Raw material: the main source of raw material is lime stone Bagalkot district is having a very rich source of lime stone belt. the plant is located near the raw material resource. The other raw material includes silica, gypsum, Bauxite etc' that are purchased from outside suppliers. • Water: Water is also important as it is used In, the manufacturing process of keshav cement. The company has source of water. • Power: the company has a dual system of purchased & itself generated power. The plant is dependent on the KPTCL for the rest of power requirements. Weaknesses 1. Less advertisement facility. 2. No Sophisticated technology. 3. Lack of experienced workers Babasabpatilfreepptmba.com Page 12
  • 13. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" Opportunities 1. Heavy demand for cement in this area and wide market to sell 2. They can minimize the cost of production by installing the new technologies & equipment. 3. It can make alignment with the nearer cement industries like ACC Cement. Rajashree Cement, Birla etc., Threats 1. Heavy completion from branded and well accepted cements like Rajashree, ACC, Birla etc., 2. Old technology used in production of cement. Vision “Continue to be moving force in our national progress” Mission “To provide product of superior quality at competitive price and ensure sustained profitability and growth. Believe that our people are the most valuable assets, personnel & organizational growth synonymously.” Babasabpatilfreepptmba.com Page 13
  • 14. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" COMPANY PROFILE Name of the organizational Keshav Cements & Infra Ltd [Katwa Udyog Limited] Works Place : Plant-2 at Naganpur-587122 Post : Lokapur Tq: Mudhol Dist: Bagalkot Registered Office : “JYOTI TOWER” 215/2, Kharbar Galli 6th Cross, Nazar camp, M. Vadagoan BELGAUM-590005 Babasabpatilfreepptmba.com Page 14
  • 15. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" ORGANIZATIONAL STRUCTURE BOARD OF DIRECTORS CHAIRMAN (SHRI H D KATWA) WICE-CHAIRMAN (VENKATESH KATWA) MD (VILAS KATWA) VICE PRESIDENT (SAINATH) G M (TECH) G M (ADMST) T G RAVIRAJ B B KHATARKI PROCESS ENGR STORES MNGR QUALITY CONTROL ELECTRICAL INCHARGE MECH ENGR CHIEF BURNER STORE KEEPER CHEMISTS ELECTRICIANS OPERATORS HELPERS HELPERS HELPERS HELPERS HELPERS Babasabpatilfreepptmba.com Page 15
  • 16. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" SHRI KESHAV CEMENTS & INFRA LTD ORGANIZATION PROFILE COMPANY INFORMATION Name of the Company M/s.Keshav Cement Ltd Adress S.No. 346LOKAPUR Bagalkot- 587313 Head office “Jyoti Tower” 215/2, Karbhar Galli, 6th lane, Nazar camp, M. Vadgaon Belgaum- 590005 Constitution Public Limited Company Year of Incorporation 1993 Products Ordinary Portland Cement, Pozzolonic Cement, Blast furnace Cement, White Cement Land Area 22 .36 Acres size of the Industry Medium scale Industry Capacity 225 Tonnes Per Day (TPD) Brand Names Jyoti Gold, Jyoti Power &, Keshav Cements Market reach Karnataka, Maharashtra &, Goa Technology used West German VSK Technology Babasabpatilfreepptmba.com Page 16
  • 17. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" BACKGROUND Shri Keshav Cement & Infra. Ltd. (KCIL) is Public limited Company incorporated in the year 1993 to manufacture 43 grade & 53 grade Ordinary Portland Cement. We went into Public during 1995. The company raised capital via IPO during 1995 to raise capital of 512.42 lakhs which was over subscribed by 12 times. The stocks are actively traded in Mumbai Stock Exchange. The company has posted profits since inception. Presently our “Jyoti Gold & Jyoti Power” cement brands are very popular in the cement market. & now we are marketing as “Keshav cements” brand in the market. We supply our cement in North Karnataka, Goa & Maharashtra. Keshava Infotech Ltd. (KIL) is a medical transcription unit engaged in providing services to American Hospitals and Clinics. The company commenced commercial operations in 2000 by appointing 50 professionals & today is a 250+ organization. Katwa Infotech Ltd. has paid up capital of Rs.50 lakhs. In FY 06-07, the company achieved sales & PAT of Rs. 354.50 Lakhs & Rs. 268.68 Lakhs respectively. KIL holds 100% stock in Scribe Care, a US based marketing firm. Scribe Care brings in value to the services provided by getting significantly higher prices & better realization. Both these companies are making profits & paying dividends. Keshava Finlease Limited incorporated in 1995, commenced its business of hire purchase finance for automobiles in 1996. The RBI granted registration to the Company under section 45IC of the reserve bank of India act, 1934 & classified it as a hire purchase Company under ‘A’ category. Keshava Construction Co. Ltd. is engaged in construction of luxurious flats targeting mainly to NRI’s. we have got site at Corlim, which is just 8 km from Goa in Panji. Babasabpatilfreepptmba.com Page 17
  • 18. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" FUNCTIONS OF DJFFERENT DEPARTMENTS ADMINISTRATIVE DEPARTMENT: The main functions of this department IS time keeping, issuing punch cards,. keeping records like leaves,. Promotions etc. providing welfare, wage, salary, al1owances all will be carried out by this department. It handless recruitment and appointment of the required staff for various dept, later induction program for new employees and providing training for existing and new employees will be taken care by this department. TECHNICAL DEPARTMENT: The main function of this department is to control all. technical issues and control all other departments like process, quality control, stores electrical and mechanical departments. Quality control department the laboratory of keshav cements is well equipped with all modern instruments of testing cement. Here the cement sample is taken for test and is tested on the basis of specialization as recommended by the IS1 and cement association of India. The features like setting time, compressive strength, color limestone, quality clinker qua1ity, gypsum, iron and grade of cement is tested to its satisfaction and the similar process is carried on for all production of cement tones. 1. Stores department: in stores department the things, which are required by the various department of factory are stored in proper way and in systematic made systematic arrangements,  To receive & unload all materials verity the quality & quantity on receipt.  To check delivery challan of parities Babasabpatilfreepptmba.com Page 18
  • 19. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"  To offer materials for inspection & issues, using Bin cards  To receive the non-excisable goods, receive goods Refection Note along with materials from works departments .  To issue Refection delivery challan to account via. Shipping Depts.  To appraise mgt. of the need for capital expenditure. Electrical department: it is the department which stores the power so generated in D.G. department and centre of power supply and thus it regulates the power supply to the department in an economical way. It looks after the power supply and requirement of power in different department and supplies regularly. , Production department: It is the one of the important part of the organization, which converts available raw material into saleable goods. It looks after the production of the cement and without this department manufacture, process will not be carried out. All the functions like crushing, kiln, heating, packing all will be carried by this department. Mechanical department: This department deals with the machines. It will look after the smooth working of machines and take measures of break clowns and improper machines. Babasabpatilfreepptmba.com Page 19
  • 20. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" PRODUCT PROFILE Keshav cements and infra ltd is manufacturing 43 and 53 grade cements: Following are the chemical ingredients arid their properties used in cement: Lime CaO 60-70% Silica SiO2 17-25% Iron Oxide Fe2O3 0.5-0.6% Alumina Al2O3 3-8% Gypsum CaSO4 3-4% Magnesium Oxide MgO 1-4% Sulphur Oxide So3 1-3% Alkali’s like-Soda potash Na2O2K2O 0.1-1% Effect of chemical constitutes 1. Lime: It makes the cement sound ancl proi'ides strength to cement. However the excess of it in its origin from causes the cement to expand and disintegrate. 2. Silica: It: provides strength to the cement but in excess it slows down the setting point of cement. 3. Gypsum: It helps in increasing the initial setting time of cement. 4. Iron Oxide: It provides color, bareness to the cement excess if it in the Free State makes the cement unsound. 5. Sulphur trioxide: In a small quantity it makes the cement sound and in excess it makes the cement unsound. 6. Alkalies: In excess they cause effloreness loss of strength of cement by storage cement loses its strength by continued storage: Babasabpatilfreepptmba.com Page 20
  • 21. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" Babasabpatilfreepptmba.com Page 21
  • 22. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" Production process of cement: The cement manufactured by following dry method the chief raw materials required are limestone, slag, coal, Bauxite etc. Limestone: . The process starts with quarry where the limestone is found. Lime stone is chief raw materials used. The contents of limestone are calcium carbonate (cac03 98%). Lime is formed after heating the limestone & carbon dioxide is released as by product. Further the limestone has to be processed by reducing them in there size. This is done by feeding the limestone into the crusher. The limestone is reduced to the size round about 20-25mm. Stockpile/blending: The crushed raw materials are stored ready for use in many plants; a buildings stockpile is used in order to assist in checking any chemical variations in the raw materials comll1g from quarries. A stocker builds up a layer upon layer to from the stockpile; Depending on area 0' the quarry it comes from each layer may have slightly different composition. Raw milling / Ball mill After milling in the correct proportions the limestone & the shale are fed to a mill where they arc ground to a fine powder called raw meal. In most modern plant, a closed circuit hall milling system is used. The ball mill basically a steel tube containing steel balls ranging is size typically from 90mm downwards. The ball gradually grinds the raw Materials to a fine powder. The mi II is usually of single chamber design & may be fitted with a classifying liming. The lining has the effect of grinding the ball sizes of that the larger balls at the inlet end when the larger pieces of raw material have to be broken & smaller balls at the outlet end where the finger grinding takes place Babasabpatilfreepptmba.com Page 22
  • 23. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" Raw mill blending The raw mill is then conveyed to silos for tile future blending. It is essential for raw meal to be of consistent chemical quality, if problems at the kiln stage are to be avoided. The base of the blending silo is divided into segments. covered with porous tiles or canvas blending is achieved by arranging for up to three times as much air to be blown through one action of the base compared to the others tumbling mixing action is imported the raw meal after predetermined mixing time, or when the technical depaJtme11t is satisfied, that the raw mill is of consistent chemical composition. Raw mill storage The raw mill is from blending silo’s blow. It is now ready to be introduced to the next stage of the process, the kiln system Pre-heater (4 stage suspension):The raw meal passes through a pre-heater. This 4 stages suspension pre-heater is just one of the many types in use. It consists the 4 stage of cyclones. Hot exhaust gases from the kiln enter the bottom of the pre-heater column at the stage 4 cycle one & travel upwards through each of the .other stage. The raw meal is fed the gal' dust frol11 the stages 2 cyclone. The meal is. immediately picked up by the hot gas & carried into the stage 1. This process continues until the meal falls from the stage 4 cyclone & into the kiln i,i let chute or hearth. At reaching pre-heat stage, heat from the hot gases is transferred to the meal. Then gases from the kiln enter the pre-heater at about 1000 degree centigrade & leaves stage I at about 350*c the raw meal leaves stage at about 800*c. Calcinations At this temperature of 800c, the calcinations of the calcium carbonate in the raw meal, that is conversion of cac3 line has started. About 30% of calcinations will have take place by the time the raw meal reaches the kiln Babasabpatilfreepptmba.com Page 23
  • 24. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" Dust control electrostatic precipitators: To prevent dust from, the kiln or raw milling system entering the atmosphere, the gas is passes through electrostatic precipitators. To condition the dust laden gas using a water spray, either in pre-heated: in as external conditioning lower. As the dust laden gas enters theehan1bcr in which .electrodes & earthed collector plates by vibrating the collector plates periodically the dust drops into the happer & is returned with the raw meal to the kiln system. The cleaned exhaust gas, mainly carbon dioxide nitrogen & water vapour, can then be safely released into the atmosphere. Kiln: The partially pre-heated clacinized raw meal is fed to kiln through a steel tube typically with a length to diameter ratio of 16:0 I & in clined at an angle of about 3*. It rotates at a speech of3rpm all a system of rollers & is driven through a mounted belt around the circumference. The seals at either end of the kiln are designed to prevent the ingress of cold air & to accommodate expression & rotation. The kiln is lined refractory bricks & fired either by oil or gas at the lower end. If coal is used, it must be pulverized often using a ring roller mill such as this. If heavy fuel oil is used, it must first be heated to reduce its viscosity & aid atomization. Raw meal from the pre-heater enters at the end & 'gradually moves down that the kiln rotates. At firstly of the calcinations takes place so that the feed consists mostly of lime, silica, alumina & iron all in a hot reactive state. The hottest part of the kilns near the tip of the frame. This is the burning zone where the feed as at temperature of around 14S0*c & is in a partially molten state it is here that the four main constitutes of the feed by chemical reaction from cement clinker. Clinker: A mix of complex compounds referred to in cenient chemist's nations as c2s, c3a & c4af. Babasabpatilfreepptmba.com Page 24
  • 25. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" Grate cooler: Author type of cooler is commonly used in the grate cooler. There is an empty cooler; the reciprocating grate through which air is blown is visible. As the clinker moves ,dong the' grate air cools it & the air itself cools the pre-heater prior to relating the kiln as secondary combustion air. However, more 'air is required for conibustiol1 is blown through the gate some of this excess hot air is used to dry & cool the fired plants after cooling the clinker is stored ready for grinding into cement. Cement milling: The mixture of clinker &. gypsum now passes to the cement mill. Ordinarily, the cement ball mill is sill1ila'r to the raw mill. The cement mill is divided into 2 or 3 chambers by perforated steel diaphragms, each chamber containing a range of ball sizes, but because cement required finer grinding the smallest balls is smaller than those in a raw mill. Classifying lining is often used in the 2nd chamber mill to separate the ball size. Open circuit milling: Open circuit milling is often used for ordinary Portland cement (opc). Here the cement is ground to required fineness in one pass through the mill. Open circuit mills are generally longer than closed circuit mills for this reason. The ground cement is conveyed directly away & the mill is vented in u dust filtration system. Closed circuit milling: In a certain circumstances closed milling can have advantage consuming less overall. The closed circuit system is similar classifier to that used raw power Milling a separating out the coarse. fiction of .the mill production & returning it to the mill for further grinding. This particularly suitable for hardening cement RHC that has to be ground very finally. Storage: From milling the system, the cement is often pumped through pipes by what is basically a screw rod blower. The speed screw delivers the Cement into a high volume airflow provided by compressors. The air conveys the cement along a pipeline to storage silos. Babasabpatilfreepptmba.com Page 25
  • 26. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" Brief procedure of cement manufacturing: Limestone is excavated from quarries situated near by the factory & transported by dumpers to the crusher where the limestone is broken into pieces by the use of hammer. The broken pieces/crushed limestone is transported to the raw mill through conveyer belts & then the ground to powder. Grounded powder is mixed with literate. Output is in a powder from & is called raw meal. The raw meal is fed into kilns where it is burnt by pulverized coal resulting in the product called clinker. . Clinker along with a small percentage of gypsum added according to requirement is ground in cement mill to form a powder which is called naked cement stocked in silos. The cement is called ordinary Portland cement. Naked cement from the silos is bagged by automatic packing machine.& dispatched by rail & road transport Babasabpatilfreepptmba.com Page 26
  • 27. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" Babasabpatilfreepptmba.com Page 27
  • 28. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" HUMAN RESOURCE MANAGEMENT History always gives us Encouragement to move in a right direction. If we look back we find that industries, which are not having ERD department or administration always not concentrated on good relation with labors, they treat them only as jf they are low minded and low graded people and not as vast human resource for the company. Therefore there is always dispute between them. Here comes the importance of HRD i.e. Human Resource Management. Organizations are made up of people and function through people, without people organization cannot exist. The resources of men, money material and machinery are collected, coordinated and utilized through people. These resources are not by themselves enough for fulfilling the objectives of .organization. They need to be united as a team. All the activities of an organization are carried out by people therefore people are most significant resources of any organization. This resource we call as a human resource and managing this is called human resource development. MEANING AND DEFINITION OF H.R.D: H.R.D. is the systematic method of influencing the quality of human life. The meaning of H.R.D is to develop the people and help them to perform the present job in a better way to accept future challenges. It is defined as. a process of organization and .increasing the physical mental and emotional or individuals for productive work. I am carrying out my project in HR Department. Thus would like to discuss some thing about this department. Babasabpatilfreepptmba.com Page 28
  • 29. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" MAIN AIM OF HRD: Its main heart lies in overall development of mankind HRD with reference to industry as it cover scientific selection of workers to the termination of workers. Objectives:  Optimum utilization of human resources of the industry by increasing productivity.  Identifying the individual talent and skill which gives an opportunity for the development of personality of the individually in the organization .  It creates and develops organizational health, culture and good atmosphere in campus  It reduces the absenteeism and labor turnover. The important functions of HRD are: Framing Personnel policies  Evolving personal policies in tune with the corporate objectives.  Developing, reviewing, updating & ensuring continuous implementation of personal policies, systems & procedures. Manpower planning  Coordination with heads of the department to prepare a manpower blue print for the company from year to year.  Overseeing the recruitment activities for executives. Babasabpatilfreepptmba.com Page 29
  • 30. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" Performance management system  Designing & developing a performance review system.  Evolving employee remuneration packages, incentive schemes, labour welfare measures etc. Training & Development  Carrying. out assessment of training needs· Of various levels and preparing a perspective plan for training on a yearly basis.  Implementing the training calendar by coordinating in-house and external training pro grams.  Design & implementation of indication. Babasabpatilfreepptmba.com Page 30
  • 31. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" ABOUT JOB SATISFACTION Job satisfaction refers to person's feeling of satisfaction on the job, which acts as a motivation to work. It is not self satisfaction, happiness or self-contentment but satisfaction on the job. The term relates to the total relationship between individual and the employer for which he is paid. Satisfaction does mean the simple feeling state of accompanying the attainment of any goal the end-state is feeling accompanying the attainment by an impulse of its objective. Job satisfaction does mean absence of motivation "at work. Research workers differently described the factors contributing to job satisfaction and job dissatisfaction. Job satisfaction is defined the pleasurable emotional state resulting from the appraisal of one's job as achieving or facilitating the achievement of one's job values." In contrast, job satisfaction is defined as "the unpleasurable emotional state resulting from the appraisal of one's job as frustrating or blocking the attainment of one's job values or as entailing disvalues. " However, both satisfaction and dissatisfaction were seen as "a function of the perceived relationship between what one perceives it as offering one entailing." The key measure to employee satisfaction is  Employee retention  Productivity  Customer satisfaction  Profitability All the above mentioned factors are obtained only if the employees are satisfied. This is because satisfied employees tend to be more. Creative, tend to accept challenging jobs which is an promotional opportunity to them ,They tend to be more productive. Babasabpatilfreepptmba.com Page 31
  • 32. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" Employees with higher job satisfaction: Believe that the organization will be satisfying in the long run. Care about the quality of their work Are more committed to the organization Have higher retention rates, and Are more productive. Meaning and Definition: Locke gives a comprehensive definition of Employee Satisfaction “A pleasurable positive emotional state resulting from appraisal of ones perception of how well their job provides those things which are viewed as important. It is generally recognized in the organizational Behavior field that employee's satisfaction is the most important and frequently studied attitude". Definitions of the concepts: To understand the concept clearly, it is better to understand the literal meaning of them. Therefore to understand the term "Employee Satisfaction" it is very much important to know the words "Employee" And "Satisfaction" separately. Employee: According to the Oxford Dictionary the meaning of the "Employee is a Person employed for Wages". A person who works for another, in return, for financial or other compensation. According to Employees State Insurance Act, 1948, An Employee is defined as the one who is directly employed by the principal employee or whose services are temporarily lent to by another with whom the employee has a contract of service. The act also says that employee also includes any person employed for the wages or any work Babasabpatilfreepptmba.com Page 32
  • 33. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" connected with the administration of the factory or establishment or any department or branch there of or with the purchase of raw materials for or the distribution of scales of the products of the factory or establishment. The act also covers any person engaged as in apprentice, not being an apprentice under the Apprefltice Act, 1961 or under The Standing Orders of the establishment, but does not include any member of the Indian Naval, Military or Air-forces". Satisfaction: According to the Oxford Dictionary the meaning of the satisfaction means "atonement or compensation or a situation where the expectations have been met". According to the Dictionary of Psychology by J. Akinson, E. Berne & R.S. Woodworth, Satisfaction means "A State of pleasant & wellbeing consequent upon having gratified an appetite or motive". Welfare means fairing or doing well. It is a comprehensive term, and refers to the physical, mental & emotional well being of an individual. The ILO at its Asian Regional Conference defined “Labours welfare as a term which is understood to include such services, facilities and Amenities and may be established or in the vicinity in them with amenities conducive to good health & high morale. The Oxford dictionary defines labours welfare as “efforts to make life worth living for workmen”. Chambers dictionary defines as “a state of fairing on doing well, freedom from calamity, enjoyment of health, prosperity etc. Babasabpatilfreepptmba.com Page 33
  • 34. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" Need for Labour welfare in India The need for labours welfare was strongly felt by the committee of the royal commitment to industrial work among the factory work and also the harsh treatment receives from the employees since the developing country like India. This need was emphasized by the constitution of India in the chapter on the directive principle of state policy in the following articles. Importance of Employee Satisfaction: 1. Tracking the attitudes and opinions of employees can identify problems areas and solutions related to management and leadership, corporate policy, recruitment, benefits, diversity, training, and professional development. 2. A comprehensive employee satisfaction study can be the key to a more motivated and loyal workforce. 3. The first step is to understand exactly which issues have the greatest impact on employee satisfaction. 4. The findings of the employee satisfaction survey will tell you exactly bow much more important one issue is over another so that you can focus your performance improvement initiatives appropriately. 5. In analyzing the data, we can define and refine issues that need addressed, such as overall job satisfaction, professional fulfillment, employee motivation and commitment, likelihood to stay with the organization, pay level, corporate goals and Objectives. 6. Survey results can be segmented by employee position, length of employment, full-time vs. part-time, etc. Babasabpatilfreepptmba.com Page 34
  • 35. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" FACTORS AFFECTING EMPLOYEE SATISFACTION. 1. Achievement 2. Recognition 3. Work itself 4. Responsibility 5. Advancement 6. Personal growth 7. Company policy and administration 8. Supervision 9. Relationship with supervisor 10. Work conditions 11. Salary 12. Relationship with peers 13. Personal life 14. Relationship with subordinates 15. Status 16. Security Babasabpatilfreepptmba.com Page 35
  • 36. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" THEORIES OF EMPLOYEE SATISFACTION. DAVID MCCLELLAND’S MOTIVATIONAL NEED THEORY David McClelland is most noted for describing three types of motivational need, which he identified in his 1988 book, Human Motivation: • Achievement motivation (n-ach), • Authority or power motivation (n-pow), • Affiliation motivation (n-affil). Davidic McClelland’s needs-based motivational model These needs are found to varying degrees in all workers and managers, and this mix of motivational needs characterizes a person's or manager's style and behavior, both in terms of being motivated and in the management and motivation others. The need for achievement (n-ach) The n-ach person is 'achievement motivated' and therefore seeks achievement, attainment of realistic but challenging goals, and advancement in the job. There is a strong need for feedback as to achievement and progress, and a need for a sense of accomplishment. The need for authority and power (n-pow) The n-pow person is 'authority motivated'. This driver produces a need to be influential, effective and to make an impact. There is a strong need to lead and for their ideas to prevail. There is also motivation and need towards increasing personal status and prestige. Babasabpatilfreepptmba.com Page 36
  • 37. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" The need for affiliation (n-affil) The n-affil person is 'affiliation motivated', and has a need for friendly relationships and is motivated towards interaction with other people. The affiliation driver produces motivation and need to be liked and held in popular regard. These people are team players. McClelland said that most people possess and exhibit a combination of these characteristics. Some people exhibit a strong bias to a particular motivational need and this motivational or needs 'mix' consequently affects their behavior and working/managing style. McClelland suggested that a strong n-affil 'affiliation- motivation' undermines a manager's objectivity, because of their need to be liked, and that this affects a manager's decision-making capability. A strong n-pow 'authority-motivation' will produce a determined work ethic and commitment to the organization, and while n- pow people are attracted to the leadership role; they may not possess the required flexibility and people-centered skills. McClelland argues that n-ach people with strong 'achievement motivation' make the best leaders, although there can be a tendency to demand too much of their staff in the belief that they are all similarly and highly achievement-focused and results driven, which of course most people are not. McClelland’s particular fascination was for achievement motivation, and this laboratory experiment illustrates one aspect of his theory about the affect of achievement on people's motivation. McClelland asserted via this experiment that while most people do not possess a strong achievement-based motivation, those who do, display a consistent behavior in setting goals. Volunteers were asked to throw rings over pegs rather like the Fair ground game; no distance was stipulated, and most people seemed to throw from arbitrary, random Babasabpatilfreepptmba.com Page 37
  • 38. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" distances, sometimes close, Sometimes farther away. However a small group of volunteers, whom McClelland suggested were strongly achievement-motivated, took Some care to measure and test distances to produce an ideal challenge- not too easy, and not impossible. Interestingly a parallel exists in biology, known as the 'overload principle', which is commonly applied to fitness and exercising, i.e., in order to develop fitness and/or strength the exercise must be sufficiently demanding to increase existing levels, but not so demanding as to cause damage or strain. McClelland identified the same need for a 'balanced challenge' the approach of achievement-motivated people. McClelland contrasted achievement-motivated people with gamblers, and dispelled a common pre-conception that n-ach 'achievement motivated' people are big risk takers. On the contrary - typically, achievement-motivate din individuals set goals which they can influence with their effort and ability, and as such the goal is considered to be achievable. This determined results-driven approach is almost invariable present in the character make-up of all successful business people and entrepreneurs. Babasabpatilfreepptmba.com Page 38
  • 39. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" McClelland suggested other characteristics and achievement-motivate people: Attitudes of • Achievement is more important than material or financial reward. • Achieving the aim or task gives greater personal satisfaction than receiving praise or recognition. • Financial reward is regarded as a measurement of success, not an end in itself. • Security’s not prime motivator, nor is status. • Feedback is essential, because it enables measurement of success, not for reasons of praise or recognition (the implication here is that feedback must be reliable, quantifiable and factual). • Achievement-motivated people constantly seek improvements and ways of doing things better. • Achievement-motivated people will logically favor jobs and responsibilities that naturally satisfy their needs, i.e. offer flexibility and opportunity to set and achieve goals, e.g., sales and business management, and entrepreneurial roles. McClelland firmly believed that achievement-motivated people are generally the ones who make things happen and get results, and that, this extends to getting results through the organization of other people and resources, although as stated earlier, they often demand too much of their staff because they priorities achieving the goal above many varied interests and needs of their people. Interesting comparisons and relationships can be drawn between McClelland's motivation types, and the characteristics defined in other behavioral models, e.g. Babasabpatilfreepptmba.com Page 39
  • 40. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" Benziger's thinking and working styles: Achievement-motivation is A double-frontal brain mode style; affiliation-motivation is right basal (rear); authority-motivations arguably left basal (rear). Adair's action-centered leadership model: Achievement-motivated Managers are firmly focused on the Task, often to the detriment of The Individual and the Team. Affiliation-motivation people are Team And Individual centered. Thomas International (Perform ax) DISC system: Achievement motivated people are 'D' profiles - results-driven, decisive, dominant, etc. Affiliation-motivated people are I (proactive) and S (reactive) profile Authority-motivated people are Sand C profiles. Hersey/Blanchard's Situational Leadership model: Achievement motivated people tend to favor the styles of the first and second modes ('telling' and 'selling'); affiliation- motivated people tend to favors the third mode ('participating'); and the authority- motivated people tend to favor the style of mode four ('delegating'). McGregor XY Theory: Achievement-motivated people tend towards X-Theory style, due to their high task focus; there is plenty of Exception however, and training definitely helps the n-ach manager to seethe value of employing Theory Y style. n-pow managers are Definitely Theory X. n-affil are typically Theory Y and if not can relatively easily be trained to be so. Hertzberg motivators and hygiene factors: n-ach people are more Responsive to the Hertzberg motivators (especially achievement obviously) an n-affil and n-pow people. Babasabpatilfreepptmba.com Page 40
  • 41. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" ADAM’s. EQUITY THEORY John Stacey Adams -equity theory on job motivation John Stacey Adams, workplace and behavioral psychologist, put forward his Equity Theory on job motivation in 1963. There are Similarities with Charles Handy's extension and interpretation of previous simpler theories of Maslow, Hertzberg and other pioneers of work place psychology, in that the theory acknowledges that subtle and variable factors affect each individual's assessment and perception of their relationship with their work, and thereby their employer. Awareness and cognizance feature more strongly than in earlier models, as does the influence of colleagues and friends, etc, in forming cognizance, and in this particular model, 'a sense of what is fair and reasonable'. Adams' equity theory We each seek a fair balance between what we put into our job and what we get out of it. Adams calls these inputs and outputs. We form perceptions of what constitutes a fair balance or trade of inputs and outputs by comparing our own situation with other 'referents'(reference points or examples) in the market place. We are also influenced by colleagues, friends, partners in establishing these benchmarks and our own responses to them in relation to our own ratio of inputs to outputs. If we feel are that inputs are fairly and adequately rewarded by outputs (the fairness benchmark being subjectively perceived from market norms and other comparables references) then we are happy in our work and motivated to continue inputting at the same level. Babasabpatilfreepptmba.com Page 41
  • 42. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" Inputs are typically: Outputs are typically Effort, loyalty, hard work, People Financial rewards - pay, salary, commitment, skill, ability, need to feel expenses, perks, benefits, pension adaptability, flexibility, that there is arrangements, bonus and commission – tolerance, determination, heart a fair plus intangibles -recognition, and soul, enthusiasm, trust in our balance reputation, praise and thanks, interest, boss and superiors, support of between responsibility, stimulus, travel, colleagues and subordinates, Inputs and training, development, sense of personal sacrifice, etc. Outputs. achievement and advancement, promotion, etc. If we feel that our inputs out-weigh the outputs then we become demotivated in relation to our job and employer. People respond to this feeling in different ways: generally the extent of demotivation is proportional to the perceived disparity between inputs and expected outputs. Some people reduce effort and application and become inwardly disgruntled, or outwardly difficult, recalcitrant or even disruptive. Other people seek to improve the outputs by making claims or demands for more reward, or seeking an alternative job. Babasabpatilfreepptmba.com Page 42
  • 43. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" ABRAHAM MASLOW’S HIERARCHY OF NEED MOTIVATIONAL MODEL Abraham Maslow developed the Hierarchy of Needs model in 1940-50's USA, and the Hierarchy of Needs theory remains valid today for understanding human motivation, management training, and personal development. Indeed, Maslow's ideas surrounding the Hierarchy of Needs concerning the responsibility of employers to provide a workplace environment that encourages and enables employees to fulfill their own unique potential (self-actualization) are today more relevant than ever. Abraham Maslow's book Motivation and Personality, published in 1954 (second edition 1970) introduced the Hierarchy of Needs, and Maslow extended his ideas in other work, notably his later book Toward a Psychology of being, a significant and relevant commentary, which has been revised in recent times by Richard Lowry, who is in his own right a leading academic in the field of motivational psychology. Abraham Maslow was born in New York in 1908 and died in 1970, although various publications appear in Maslow's name in later years. Maslow's PhD in psychology in 1934 at the University of Wisconsin formed the basis of his motivational research, initially studying rhesus monkeys. Maslow later moved to New York's Brooklyn College. Maslow's original five-stage Hierarchy of Needs model is clearly and directly attributable to Maslow; later versions with added motivational stages are not so clearly attributable. Maslow's Hierarchy of Needs has been extended through interpretation of Maslow's work by other people, and these augmented models and diagrams are shown as the adapted seven and eight-stage Hierarchy of Needs models below. There is some uncertainty as to how and when these additional three stages (six, seventh and eighth - 'Cognitive', 'Aesthetical', and 'Transcendence') came to be added, and by whom, to The Babasabpatilfreepptmba.com Page 43
  • 44. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" Hierarchy of Needs model, and many people consider Maslow's 'original five-stage Hierarchy Of Needs model to be the definitive (and perfectly adequate) concept. Maslow's hierarchy of needs Each of us is motivated by needs. Our most basic needs are inborn, having evolved over tens of thousands of years. Abraham Maslow's Hierarchy of Needs helps to explain how these needs motivate us all. Maslow's Hierarchy of Needs states that we must satisfy each need In turn, starting with the first, which deals with the most obvious needs for survival itself. Only when the lower order needs of physical and emotional well being are satisfied are we concerned with the higher order needs of Influence and personal development. Conversely, the things that satisfy our lower order needs are swept away, we are no longer concerned about the maintenance of our higher order needs. Maslow's original Hierarchy of Needs model was developed between1943-1954. Babasabpatilfreepptmba.com Page 44
  • 45. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" FREDERICK HERTZBERG MOTIVATIONALTHEORY Frederick Hertzberg’s motivation and hygiene factors Frederick Hertzberg’s book 'The Motivation to Work', written with research colleagues B Mausner and B Snyderman in 1959, first established his theories about motivation in the workplace. Hertzberg's work, originally on 200 Pittsburgh engineers and accountants, has become one of the most replicated studies in the field of workplace psychology. Hertzberg was the first to show that satisfaction and dissatisfaction at work nearly always arose from different factors, and were not simply opposing reactions to the same factors, as had always previously been (and still now by the unenlightened) believed. He showed that certain factors truly motivate ('motivators'), whereas others tend to lead to dissatisfaction ('hygiene factors'). According to Hertzberg, Man has two sets of needs; one as an animal to avoid pain, and the other as a human being to grow psychologically. He illustrated this also through Biblical example: Adam after his Expulsion from Eden having the need for food, warmth, shelter, safety, etc., - the 'hygiene' needs; and Abraham, capable and achieving great things through self-development - the 'motivational' needs. Hertzberg's research proved that people will strive to achieve hygiene needs because they are unhappy without them, but once satisfied the effect soon wears off - satisfaction is temporary. Babasabpatilfreepptmba.com Page 45
  • 46. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" Babasabpatilfreepptmba.com Page 46
  • 47. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" METHODOLOGY TOPIC: STUDY ON EMPLOYEES JOB SATISFACTION DATA COLLECTION METHOD: Data was collected from both primary and secondary sources of information. PRIMARY DATA COLLECTION SOURCES: All necessary information about the company was collected from meeting employees and discussion with company guide B.B. Katarki (administrative manager). SECONDARY SOURCES: Data was collected from internal and external secondary sources like, published articles, prospectus, website etc. SAMPLING ELEMENTS: Employees of Keshav cements and infra ltd. SAMPLING METHOD: The sampling method that was used is non random sampling. SAMPLING SIZE Sample size is 50 employees of Keshav cements and Infra ltd, Babasabpatilfreepptmba.com Page 47
  • 48. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" MANAGEMENT PROBLEM: Problem of high absenteeism and labor Turnover, Company wants to know causes for this problem. RESEARCH PROBLEM To Study the employees job satisfaction in the company. PURPOSE OF THE STUDY Job satisfaction is one of the important: criteria where company can thoroughly understand the labors and there problems and causes for labor turnover and company can take measures. In order to understand the perception of the employees in this regard,. I have chosen this topic and designed a questionnaire. TOPIC: "EMPLOYEE JOB SATISFACTION AT KESHAV CEMENTS AND INFRA LTD." OBJECTIVE  To measure Job satisfaction level from different perspectives.  To study the impact of job satisfaction on employee morale .  To find out the effectiveness of safety and health care measures taken by KESHAV CEMENT Works  To identify the perceived importance of satisfaction factors and the issues causing dissatisfaction. Babasabpatilfreepptmba.com Page 48
  • 49. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" Babasabpatilfreepptmba.com Page 49
  • 50. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" 1. Do you think that the superior has to closely monitor the activity of an employee? Option No of respondents Percentage Yes 17 34 No 20 40 Don’t know 13 26 45 40 40 34 35 30 26 Yes 25 20 No 20 17 Don’t know 15 13 10 5 0 No of respondents Percentage Analysis In this table we find and also I think 34%employee are the superior has to closely monitor activity of an employee. And 40% of employee said .superior not has closely monitor the activity an employee. And some 26% of employee don’t know about this things. In this above table It can be inferred that the 40%f the Employees of KESHAV CEMENTS said that they are superior not has top closely monitor activity of an employee .but 34%of employee are superior has to closely monitor activity of an employee . so last we can find KESHAV CEMENT EMPOLEE ARE It MEANS 60%not satisfied with superior has to closely monitor activity of an employee Babasabpatilfreepptmba.com Page 50
  • 51. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" 2. As an employee do you think that lack of satisfaction in jobs leads to. Option No of respondent In% Lower productivity 2 4 Lower performance 26 52 Poor output 5 10 Lack efficiency 10 20 Absenteeism 2 4 All the factors are relevant 5 10 60 52 50 Lower productivity 40 Lower performance Poor output 30 26 Lack efficiency 20 Absenteeism 20 All the factors are relevant 10 10 10 10 5 5 4 4 2 2 0 No of respondent In% Analysis 52% of the employee said that lack of job satisfaction in job directly affects on their performance , 20% said that efficiency will decrease ,10%of the employee said these all factors are relevant From above it can be inferred that majority of the employees of KESAV CEMENT feel that lack of job satisfaction highly effects on job performance of the employee . remaining employees feel that lack of job satisfaction also effects on productivity ,out put ,and efficiency to some extent. Babasabpatilfreepptmba.com Page 51
  • 52. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" 3. How far do you agree with the statement “if you are satisfied you can perform better? Option No of respondent Percentage Strongly disagree 3 6 Some what disagree 2 4 Neutral 5 10 Some what agree 9 18 Strongly agree 31 62 70 62 60 50 Strongly disagree 40 Some what disagree 31 Neutral 30 Some what agree 18 Strongly agree 20 9 10 10 5 6 3 4 2 0 No of respondent Percentage Analysis 80% of the employee feel that higher job satisfaction leads to performance where as 10% of the employee feel that job satisfaction does not have any impact on the performance . about 10%0f the are unable to say anything It can be concluded higher the job satisfaction higher the performance of an employee. Babasabpatilfreepptmba.com Page 52
  • 53. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" 4. Considering working hours and physically environment how satisfied are with your job? Option No of respondent Percentage Very dissatisfied 9 18 Some what dissatisfied 4 8 Neutral 2 4 Some what agree 29 58 Strongly agree 6 12 70 58 60 50 Very dissatisfied 40 Some what dissatisfied Neutral 29 30 Very satisfied 18 Not sure 20 12 9 8 10 6 4 4 2 0 No of respondent Percentage Analysis Babasabpatilfreepptmba.com Page 53
  • 54. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" From the above table it is observed that 70% of the employee feel that the physical environment and workings hours give more job satisfaction .about 26%feel that physical environment and working hours do not give job satisfaction It can be inferred that good physical environment and congenial working hours coupled with closed supervision of the superior to lead to higher performance ultimately 5. As an employee do you feel that you have enough freedom in your position to take independent action when required ? Option No of respondent Percentage Strongly disagree 2 4 Some what disagree 18 36 Neutral 18 36 Some what agree 09 18 Strongly agree 3 6 40 36 36 35 30 Strongly disagree 25 Some what disagree 20 18 18 18 Neutral Some what agree 15 Strongly agree 9 10 6 3 4 5 2 0 No of respondent percentage Analysis About 40% of employee feel that they do not have enough freedom to take independent action . 36%are unable to decide and 24% feels that they have the freedom of taking independent decision . Babasabpatilfreepptmba.com Page 54
  • 55. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" It can be inferred that the employee s KESHAV CEMENTS do not have sufficient freedom to take independent their action. 6. Do you have enough opportunity to participate in decision making process in the company? No of respondent Percentage Strongly disagree 3 6 Some what disagree 24 48 Neutral 15 30 Some what agree 5 10 Strongly agree 3 6 60 50 48 40 Strongly disagree Some what disagree 30 30 Neutral 24 Some what agree 20 Strongly agree 15 10 10 5 6 6 3 3 0 No of respondent Percentage Analysis About 54% of employee feel that they are not involved in decision making process. 30% are unable to decide and 16% feels that they are involved in decision making process. Babasabpatilfreepptmba.com Page 55
  • 56. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" It can be inferred that the employees of KESHAV CEMENT are not involved in decision making process. 7. Would you refer a friend to apply for a job at this company? Option No of respondent Percentage Definitely .8 16 Probably 25 50 Probably not 6 12 Definitely not 5 10 Not sure 6 12 60 50 50 40 Definitely Probably 30 25 Probably not Definitely not 20 16 Not sure 12 12 10 10 6 5 6 0.8 0 No of respondent Perncentage Analysis 66%of the employee agreed that they are refer friend to apply of the job in the company and also22%only employees are not agreed to apply the job in the company. Then some employees are don’t say . Babasabpatilfreepptmba.com Page 56
  • 57. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" From table 66%employees are agreed that they are refer friend to apply of the job in the company because they are satisfied AT KESHAV CEMENT COMPANY IN LOKAPUR and some employees are not satisfied . and employees are not agreed and In(%) OPTIONS No. Of Respondents Strongly agree 40 81 Somewhat Agree 8 16 Somewhat Disagree 1 2 Strongly Disagree 1 1 Neither agree nor disagree 0 0 they are not refer friend to apply of the KESHAV CEMENT COMPANY 8. Full co operation received from other department 90 81 80 70 60 Strongly agree Somewhat Agree 50 40 Somewhat Disagree 40 Strongly Disagree 30 Neither agree nor disagree 20 16 8 10 1 1 0 2 1 0 0 No. Of Respondents In(%) Analysis The above table reveals that ,81% of the total employees agree that they get full co- operation form the other dept. About 2% of the total employees do not agree for the above statement. Babasabpatilfreepptmba.com Page 57
  • 58. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" In above statement we can be find 81% of the total employee agree that they get full In(%) OPTIONS No. Of Respondents Strongly agree 42 83 Somewhat Agree 7 14 Somewhat Disagree 1 2 Strongly Disagree 0 0 Neither agree nor disagree 0 1 co operation from the other dept. in this KE SHAV CEMENT COMPANY employees are full co operation in different department. 9. The recreational provided in community canteen and club are good 90 83 80 70 60 Strongly agree Somewhat Agree 50 42 Somewhat Disagree 40 Strongly Disagree 30 Neither agree nor disagree 20 14 10 7 1 0 0 2 0 1 0 No. Of Respondents In(%) Analysis 83% 0f employee are agree to the recreational provide community and canteen and Club are good. And also remaining 2%of employee dis agree to the recreational provide community and canteen andClub are good. Babasabpatilfreepptmba.com Page 58
  • 59. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" From the above table it is observed that employees are satisfied with the recreational facilities provided at KESHAV CEMENT In(%) OPTIONS No. Of Respondents Strongly agree 26 52 Somewhat Agree 16 32 Somewhat Disagree 5 10 Strongly Disagree 3 6 Neither agree nor disagree 0 0 10. Job promotion this organization are fair and objective 60 52 50 40 Strongly agree 32 Somewhat Agree 30 26 Somewhat Disagree Strongly Disagree 20 16 Neither agree nor disagree 10 10 5 6 3 0 0 0 No. Of Respondents In(%) Babasabpatilfreepptmba.com Page 59
  • 60. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" Analysis The above tabular column reveals that ,employees agree that promotion at KESHAV CEMENT are fair .It is based on performance and not on Favoritism. About 10% of the employees are quite satisfied with the promotions. 6% of employees are disagree for the promotions. So from the above table KESHAV CEMENT employee are 52% of employee strongly agree to the promotion. So employee agree that promotion at KESHAV CEMENT Aare fair. 11. Are availing canteen facility? OPTIONS No Of Respondents In(%) Yes 42 84 NO 8 16 90 84 80 70 60 50 Yes 42 40 NO 30 20 16 8 10 0 No Of Respondents In(%) Analysis Babasabpatilfreepptmba.com Page 60
  • 61. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" The above tabular column reveals that 84% of total employees are availing the canteen In(%) OPTIONS No. Of Respondents Strongly agree 43 86 Somewhat Agree 6 13 Somewhat Disagree 1 1 Strongly Disagree 0 0 Neither agree nor disagree 0 0 facility. 16% of the employees are not availing the canteen facility. At KESHAV CEMENT COMPANY provide canteen facility to employee .so 84% of total employee are availing the canteen facility .So 16% employee are not availing canteen facility. 12. I am satisfied with keshav cement unit as a place to work. 100 90 86 80 70 Strongly agree 60 Somewhat Agree 50 43 Somewhat Disagree 40 Strongly Disagree 30 Neither agree nor disagree 20 13 10 6 1 0 0 1 0 0 0 No. Of Respondents In(%) Analysis Babasabpatilfreepptmba.com Page 61
  • 62. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" At keshav cement 86% of employee are satisfied with KESHAV CEMENTunit as a place to work .And 1%0f employee are dissatisfied with keshav cement unit as a place to In(%) OPTIONS No. Of Respondents Strongly agree 41 82 Somewhat Agree 7 14 Somewhat Disagree 2 4 Strongly Disagree 0 0 Neither agree nor disagree 0 0 work From above all tabular column it is observed that employees are satisfied for being the part of the unit of Belgaum works. 13. Your opinion taken into account in department Babasabpatilfreepptmba.com Page 62
  • 63. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" 90 82 80 70 60 Strongly agree Somewhat Agree 50 41 Somewhat Disagree 40 Strongly Disagree 30 Neither agree nor disagree 20 14 10 7 2 4 0 0 0 0 0 No. Of Respondents In(%) Analysis 82%of employee are strongly agree for our opinion taken into account dept .and also 4%of employee disagree for our opinion taken into account dept. From the above table it is observed that employees are given opportunity to express their views and ideas for which even they get appreciation . 14. Training is provided time Babasabpatilfreepptmba.com Page 63
  • 64. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" Option No of respondent percentage Strong agree 36 73 Some what agree 12 23 Strongly disagree 1 3 Some what disagree 1 1 Neither agree nor disagree 0 0 80 70 60 Strong agree 50 Some what agree 40 Strongly disagree Some what disagree 30 Neither agree nor disagree 20 10 0 No of respondent percentage Analysis The above question was asked to know the agreement level of employees about the training provided at KESHAV CEMENT..73%of the employees agree they get training on time.23% of the employees are quite satisfied for the above statement. KESHAV CEMENT providing training timely . 73%of employee are satisfied for.. providing training timely . and also keshav cement company provide training when is training is need. so employee are satisfied. Babasabpatilfreepptmba.com Page 64
  • 65. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" FINDINGS:- 1. 40% of the employees agreed that superior has monitor the activity of an employees. 2. At Keshav cement 86% of employee are satisfied with KESHAV CEMENTunit as a place to work . 3. An employee is thinking that lack of job satisfaction leads to the poor output. 4. 60% of the employees strongly agreed to the statement” if you are satisfied you can perform better. 5. 40 % of the employees considering working hours and environment satisfied with their job. 6. 50% of the employees agreed that they are feeling enough freedom in their position to take independent action when required. 7. 52% of the employees agreed that we have enough opportunity to participate in decision making process in company. 8. 66% of the employees agreed that they are referring friend to apply of the job in the company. 9. 81%of employee agreed that they are full co operation received from other department 10. 83% 0f employee are agree to the recreational provide community and canteen and Club are good. From the above table it is observed that employees are satisfied with the recreational facilities provided at KESHAV CEMENT 11. KESHAV CEMENT employee are 52% of employee strongly agree to the promotion. So employee agree that promotion at KESHAV CEMENT are fair. 12. At KESHAV CEMENT COMPANY provide canteen facility to employee .so 84% of total employee are availing the canteen facility .So 13. 82%of employee are strongly agree for our opinion taken into account dept. it is observed that employees are given opportunity to express their views and ideas for which even they get appreciation . 14. 73%of the employees agree they get training on time.23% of the employees are quite satisfied for the above statement. . and also keshav cement company provide training when is training is need. so employee are satis Babasabpatilfreepptmba.com Page 65
  • 66. "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" SUGGETIONS • The organization should provide enough freedom to the workers to take independent action/decision with respect to their work in case of emergency, and even management can involve the workers in the decision making process which will go a long way to enhance the interpersonal relations between superiors and subordinates which will make feel the employees that they are the part of organization which leads to a sense of belongingness and also better job satisfaction. • Though the employees are satisfied in their work by and large, it is found that there is a negative attitude among them to continue with the same organization. It may be due to certain grey areas in the working environment for which the organization may conduct counseling for employees. Babasabpatilfreepptmba.com Page 66