12. Aditya Brila-Hindalco-HR-Bhw-12.doc

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APROJECT REPORT ON

EMPLOYEE SATISFACTION

AT HINDALCO SMELTER PLANTHIRAKUD COMPLEX

Under the sinere !"id#ne $%K. Palani

S"&'itted &( )

Dee*#+ K"#r S#h"R$,, N$- ) ./M0A123Re!d- N$- ) 3451/65/7

S"&'itted T$)

DDCE, SAMBALPUR UNIVERSITY

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PREFACE

With changing corporate scenario of 21stcentury any organization can not ignore

the importance & involvement of human being in overall development of organization it

is the prime duty of the human resource department of the organization to see that all the

employee working in the organizations are highly satisfied.

Increasing job satisfaction is important for both humanitarian value and for the

financial benefit of organization. mployee with higher job satisfaction believes that

!he organization will be satisfying in the long run.

"are about the #uality of work.

$re more committed to the organization.

%ore productive

o the importance of job satisfaction can't be over emphasized. !he present study

reveals the level of satisfaction relating to the factor such as job( management( social

relation( personal adjustment.

!his project report deals with the concept of job satisfaction( reveals the

satisfaction in the )indalco Industries smelter plant at )irakud comple*.

It also deals with room for improvement & suggestions for the )+ department to

improve the level of satisfaction of employees.

!he researcher feels that at the end of study every reader( wheather teacher(

student or a practitioner or just some one interested in human beings would develop some

insight regarding the employee satisfaction & its importance for the organization.

I take this opportunity to e*tent my gratitude to all those who have helped me in

conducting the study.

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ACKNOWLEDGEMENT

!his project has been made possible by direct & indirect co,operation of many

intellectual person for whom I wish to e*press my hearty appreciation and gratitude.

I am greatly indebted to -ushparaj athapathy %anager / )+0( who guided me

& kind enough to inspire me for my project by his valuable guidance & rich e*perience.

%y sincere thanks to ri allav ingh enior %anager, )+0( for allowing me to

do my project at )indalco industry limited smelter )irakud comple*.

I would e*tend my deep sense of gratitude to my project guide . -alani( for

valuable guidance regarding my research work.

I am also very much thankful to the "entre 3irector( 4I"( !alcher for his

valuable suggestion and sincere help.

!he co,operation I got during my project form the employees of )irakud smelter

plant was really appreciable.

5ast but not least( my sincere thanks to my loving parents( friends( colleagues &

other well wisher whose good wishes & timely suggestion made me to complete my job

in time.

3uring my project I came across many practical e*periences in $luminum

industries. It was a great learning e*perience for me( which I could not have with out the

co,operation of all the above people mentioned. 6nce again I am very much thankful all

of them. I e*tend my warm wishes for their personal & professional life.

3eepak uar ahu.

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TO WHOM SOEVER IT MAY CONCERN

!his is to certify that the project work entitled 7%-568 $!I9$"!I64 at

)I43$5"6 %5!+ -5$4! )I+$:3 "6%-5;< submitted by 3eepak uar

ahu as 3issertation -roject for fulfillment of the re#uirement for the award of %$

)+0 from 33"( ambalpur :niversity. !his has not formed a basis for the award of

any 3egree =3iploma by this university or any other university.

We wish all success in his future endeavor.

Pushparaj Sathapathy

(Manager HR)

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EXAMINERS CERTIFICATE

!his project is submitted by 3eepak uar ahu of %$ bearing the

+oll 4o. 1>%$?@2 under 33"( ambalpur :niversity and forwarded for

evaluation.

Internal *aminer *ternal *aminer

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CERTIFICATE OF APPROVAL

This is to Certify that the Project Etit!e"#$EMPLOYE SATISFACTION at HINDALCO SMELTER PLANT

HIRAUD COMPLE!

ubmitted byDeepak Kuar Sahunr. 4o 2A=?>B=>C0( ambalpur :niversity( urla

towards partial fulfillment of the re#uirements for the award of the degree of %aster of

usiness $dministration %$0 is a bona fide record of the work carried out by him

under the able guidance of! Pa"an#( 9aculty( 4I"( !alcher.

(Appr$%a" $& the Center '#ret$r)

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DECLARATION

I undersign( here by declare that project entitled 7%-568 $!I9$"!I64H acres of land stands I43$5's )irakud melter and its

"aptive -ower -lant. 6n the year 1C@J( %r. +.3.-amer( e*,%.3 of I43$5 mooted the

idea to establish a melter at )irakud with hydro,electricity facilities nearby along with

availability of au*ite in 5ohardaga %ines & $lumina %uri0 at neighboring ihar tate.

ubse#uently( the melter was established on the re#uest of Government of 6rissa to

utilise the abundant and surplus power generated by )irakud 3am( started operating with

an initial installed capacity of 1>(>>> %! per annum. !he technology adopted at )irakud

melter is )orizontal tud oderberg )0 type In order to provide space for the

9actory & housing facilities 1H> acres of land was ac#uired from Govt. & construction

work started. $fter the installation of machinery appro*imately little more than 2 years(

from Eanuary 1st 1CBC the production started. In 9eb 12th 1CBC(the factory was

inaugurated officially by *, "hief %inister of 6rissa %r. )..%ahatab . $round ?> nos.

of employees were sent to $lupuram to get on ,the ,job training & e*posure.

In the year 1C?1( the capacity was enhanced to the annual capacity of 2@(>>>

tones of primary $luminum in the form of +olling Ingot and 1,2> Ingot and 12(>>>

tones of "arbon products. $ major part of this "arbon product is sold to the 9erro,alloys

manufacturing companies. ut due to inability of the tate Government to supply the

cheap power it had assured( the plant had suffered truncated operation since 1CHJ.$s a

succor( commissioning of "-- was mooted & ground breaking ceremony of -ower -lant

started in the month of Eune 1CC>.6n 11 Euly 1CCA()irakud -ower was first synchronized

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with the 6rissa tate Grid. 3uring %arch 1CC@ full capacity generation power from

power plant started. "aptive thermal power plant of ?H.Bmw capacity was commissioned.

$s a se#uel to it re,energisation of refurbished pots completed. 3uring Eanuary 2B th1CCB

capacity increased from 2@ !-$ to A> !-$ by adding @@ pots and subse#uently to

?B !-$ which is the present capacity. I6 C>>2 certificate was accredited by FLI on

2A.C.CB. 6n 2Ardeptember 1C?? ground breaking ceremony of "aster -roject started &

on 11.12.1CCH first cast coil produced from "aster. melter was certified for nvironment

%anagement ystem on 2H.12.2>>>.$lso to add another feather in the cap ( 6)$,

1J>>1 "ertification was recommended for melter by FLI on 2?.>H.2>>1.

MAA,EMET A' 2*SIESS OR,AISATIO

I43$5' organ izat ion i s s t ructu red wi th au tonomous business

divisions each responsible for its own production technology development

and marketing( drawing upon central ized service functions as corporate

finance( human resources development( corporate p lanning( engineering

projects and material management legal and investors services( infocom &

corporate affairs.

I'AL6S 7*ALIT+

$t Indal #uality is pursued through B pillars of total #uality management.

1 . "ustomer o r ien ta t ion.

2 . "ontinuos improvement.

A . %anagement by facts .

@ . -rocess focus & improvement.

B. Involvement of every one mployees( "ustomers & suppliers0.

I'AL6S PRO'*C T A' MARET

" wire rods( alloy rods( alloy ingots( "arbon electrode paste & cathode

carbon blocks

A5AR'S A' RECO, ITIO S

i . 4ational energy conservat ion award to )irakud mel ter.

ii. 9I""I $nnual award presented to )indalco for corporate initiatives in rural

development.

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iii. "$-;I5' special e*port awrd( won for the third year in succession( for e*port

of processed minerls.

iv. Greenteeh environment e*cellence aand safety awards won by belgum.

v. "II er0 Luality award & "II,;I% ank certified presented to )irakud -ower

-lant( for Improvement &commitment to !L%.

vi. 9I%I Gem Grnite environment $ward presented to 3urgmanwadi mines.

vii. 4I-% second prize for best )+ practiees presented to !aloja heet -lant.

viii. "+!I9I"$!I64 6)$ 1J>>1 certification awarded !6 )indalco locations

at elur( %uri( elgaum( !aloja( $alupuram *trusions( 3urgmanwadi &

"handgad mines & I6 1@>>1 % to alwa.

HIRA*' SMELTER

i. 4ational safety award for longest accident free period( for the years 2>>1 & 2>>2

presented by the directorate general factory advice & labour institutes( ministry of

labour( %umbai.

ii. 4ational energy conservation e*cellence award 2>>A for e*cellence in energy

conservation in the aluminum sector( presented by the bureau of energy efficiency(

ministry of power.

iii. -rashansa patra for the years 2>>1 & 2>>2( presented by the national safety

council( %umbai.

iv. tate safety award for the lowest weighted fre#uency rate of accident for 2>>1(

presented by the honorable %inister of 5abour &employment( Government of

6rissa.

HIRA*' PO5ER PLAT

)irakud power plant is one of the part of )irakud smelter. )irakud smelter

receives the power supply from its own captive power plant situated at )irakud. !he unit

previously was of the capacity of ?2 mw but now from Eune 2>>B the capacity is

increased to 1?2 mw.

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MA*FACT*RI, PROCESS

)all )eroult electrolytically reduces process of electrolysis alumina

to aluminum. !he electrolyt ic cel l consists of a cathode and anode. !he

cathode is made up of carbon having no volatile substanceD anodes consist

of calcimined petroleum coke HBK0 and coal tar p i tch 2BK0 in paste

form. ! hi s p as te i s t ermed as carbo n p as te o derb erg p as te h av in g

volat i le materials0 .!he electrolyt ic bath contains al l the raw materials

like alumina( $l9 A ( "a9 2 ( and 4a A$lf? .

$luminum metal is deposited at the cathode is molten state. %olten aluminum is

withdrawn periodically and transferred into holding furnaces from where it is cast in to

pigs( rolling ingots and con cast coil as re#uired. !hese are the major basic products of

)irakud smelter. $verage life of a electrolytic cell is 1B>> days. $fter the failure of the

cell the cathode carbon is removed. !his carbon is termed as spent pot lining.

'IFFERET SECTIO OF HIRA*' SMELTER

Sa&ety

afety means free from danger( damage( injury( & giving protection involving no

risk process. $ccident is an unplanned( une*pected event( which causes interference to

the work( may or may not result in injury( damage to property or environment. %ain

causes of accidents are ,,,,,,,,,

:nsafe actionsMJ>K :nsafe conditionM1JK

4atural calamitiesM2K

Good house keeping avoids accidents( improve productivity & ensure good

health. !he main causes for electrical accidents are e*posed wires( bare conductors( open

switches( hanging wires( no earthing( inade#uate knowledge & unsafe work methods.

5arge no of injuries are caused from hand tools. !he main causes for theses accidents are

of unsuitable & damaged tools

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with voltage of @ / @.Bvolts per day e*traction is @>>kg=pot.-rocess in each pot is

monitored by electronic pot controller -"0 which sends information to the control

room from which all process in pot are controlled. "urrent efficiency of this process is

JCK.$ctivities carried out in pot room operation are

"ell operation "rust breaking0

nd breaking

!apping

$lumina feeding charging0

P$t8R$$0 (Ser%#e)

%ain function of -+ is to provide service to the pot room. "athode lining hasbeen outsourced which is done in 2shifts. )ence all other services regarding pots is done

by -+. !he various activities carried out by -+ are,,,,,,,,

o +od raising

o tud pulling

tuds are pulled with the help of stud puller machine for its

maintenance.

o tud planting

o +ag rising & channel pulling

$s the anode get consumed( channels come down &are removed

from bottom.

o "hannel mounting

It is done with the help of cranes

o "hannel straightening

3epressed channels are straightened with the help of channel

straightner.

o 3ask charging

o upper structure cleaning

o 3oor maintenance

Car1$n P"ant

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"arbon paste is one of the most important ingredient for aluminum production.

9or 1kg of aluminum >.Bkg of carbon paste is re#uired. )ence to supply such huge

#uantity of carbon paste( integrated carbon plant is setup( which supply carbon paste to

the pot room. "arbon paste is filled in pot to work as anode. It consists of H>K petroleum

coke & A>K pitch which acts as a binder. -etroleum coke is passed through crusher

which is then feed through feeder to screen( where different size coke is separated &

stored in different storage bin. -itch coming to plant is either solid or li#uid. If solid( it is

melted. 3ifferent size of coke as per re#uirement0 is fed through conveyor to mi*er(

where pitch is also added. "arbon paste from mi*es is taken sent to the pot room

Cast H$use

$utonomous work culture has been adopted in cast house where same department

does operation & maintenance. It consists of new casting plant( caster &old casting plant.

6ld & new casting plant produces rolling ingots & 2>kg pigs while in caster continuous

strip in the from of rolled bundle is produced. Input for cast house comes from pot room

in the form of li#uid aluminum. "ast house consists of 2 stationary & B tilting furnaces.

$lloying is done in the furnaces itself as per costumes specification. %olten aluminum

from furnace enters degasser to remove hydrogen. %olten aluminum passes through filter

to remove o*ides( inclusions. !hen this hot metal is converted into rolling ingots in

casting plant & sheet in caster.

Researh an/ 'e%e"$p0entr9/ 0

+&3 comes under production department. It works as a assisting department to other

production department like caster( casting plant( pot room( 9!- etc. !esting & #uality

control is done by +&3 for incoming raw material & outgoing finished product. ample

of aluminum is taken from pot & sent to +&3 for testing #uality of hot metal. ample

from furnace in the caster & casting plant is sent to spectrometer laboratory to determine

the alloy composition of hot metal & the result is sent to the cast house. o that necessary

addition of alloying element can be done. Inclusions center in slabs( rolling ingots is

determine by the +&3 laboratory & its K is specified. nvironmental laboratory take

care of 1J>,1@>>1 certificate by continuously the #uality of efficient gases.

Fu0e Treat0ent Pr$ess(FTP)

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%ain function of 9!- is to remove hazardous particle like fluoride( carbon( etc from

efficient gases there by minimizing the air pollution. 9resh alumina & effluent gas from

pot enter into the bag filter where fluoride particles are trapped & absorbed by fresh

alumina which in turn gets converted into fluorinated alumina.

$dvantages of 9!- are(

9luoride particles are recessed in the pot thereby decreasing total fluoride

consumption.

In ) technology( the carbon particles element in the effluent gas in very

high. !hese particles get trapped in the bags thereby decreasing its life.

5$r"/ C"ass Manu&atur#ng(5CM)

!op class management plays a major role in the development making future strategy &

their implementation. It is mainly responsible for the growth of company. !op

management should have a definite vision( mission & strategy. !hey should be able to

implement the action and achieve the result. very employee is linked with a process

chain. very department is a customer & supplier. mployee should be motivated &

encouraged for their work. !eam work is always better than individual work. "ustomer

only pays for the finished product & not the waste product. o the waste output should be

minimum.

E"etr#a" Ma#ntenane

-ower less than @1B volts is handled by electrical maintenance department.

ervice department for electrical maintenance are

-ot room

"arbon plant

"asting

!his department handles any problem releated to electrical maintenance. %ajor

e#uipment for maintenance is overhead cranes( aluminum charges( etc. !here are ?

au*iliary substations $0.

$... 16ld pot room.

$... 2"asting plant( -ump house( "aster.

$... A4ew pot line.

$... @:nder construction.

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$... B&?"aster( +ectifier tation( "ooling tower.

Instru0entat#$n

$s the automation increases( instrumentation also increases & becomes moresophisticated. Instrumentation re#uires at all stages. 9ollowing are some e*ample where

instrumentation plays a vital role.

Ret#er:

"onvert $" to 3".

Iods are used now days whereas transitive were used in old plants.

It controls the e#uipment.

P$t R$$0:

+esistance of the bath is to be controlled which is done by

electronic pot controller.

Car1$n P"ant:

-5" monitors mi*ing( basic feeder which is feeds at

controlled roste.

FTP:

-rogrammer logic control -5"0 is used. It manipulates the input

& gives desire output. $ll logic can be programmed. Without

changing connections one system can be made idle & other in

working condition for short interval.

Mehan#a" 0anta#ne

%achanical maintenance is divided into three sub groups.

%echanical %aintenance.

Work hop.

"ivil %aintenance.

%echanical %aintenanceN,

!he maintenance of casting plant( "arbon plant & pot room is done by

mechanical maintenance. !he maintenance of lifting machines such as 6! crane( )6!

crane( EI crane( hain pully blocks( are also done by this department.

Work hopN,ach pot is divided into 2 parts on the maintenance basic.

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"ell.

uper structure.

!he maintenance of these parts is done by workshop. !he average life each cells is 2>>>

days.

C#%#" Ma#ntenane:8

%aintenance activities regarding civil is done by civil maintenance department.

%aintenance of colony apartments( sanitary works( new constructions work is handled by

this department. )orticulture is also maintained by civil maintenance department.

S+STEM

$ny transaction supported by cost alternately reflects the financial module in the

company. 9inancial module is developed by 6racle 1>.H &3atabase H.A. $nd it is

upgraded by 6racle 11i &3atabase Ci.verything about raw material e.g. coal( alumina0

are processed through I9I Integrated 9actory Information ystem0 which is 6racle

based containing the purchase order receipts( receive & the raw material details.%%

%aintenance %odule ystem0 is a total monitoring system containing information about

history & detailed maintenance report of e#uipments.

ACCO*TS

$ccounts are the custodian of the company's assets. )ere money is not misused.

$ccounts play a role in

"entral purchasing.

%onitoring of the cost.

Giving early signals for deviations.

3etermining arresting & curving risk tones.

"ontrolled measure is taken to avoid to misappropriation of funds.

$ccounts deals with purchasing( costing( budgeting( bill purchasing & salary processing.

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4O2 SATISFACTIO

!he term 7job satisfaction< was brought to limelight by )oppock. )e reviewed

A2 studies on job satisfaction conducted prior to 1CAA. $ccording to him( job satisfaction

is 7the combination of psychological( physiological & environmental circumstances that

causes a person to truthfully say 7I am satisfied with my job items some of which are given below.

4$1

Manage0ent

S$#a" Re"at#$ns

Pers$na" A/just0ent

4O2

4ature of work( working hours( fellow workers( overtime regulations( physical

environment( machines & tolls( interest in work( opportunities for promotion and

advancement( etc.

MAA,EMET

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+eward & punishment( praise & blame( leave policy( favouritism( participation(

supervisory treatment.

SOCIAL RELATIO

4eighbors( friends & associates( caste barriers( participate in social activities

towards people in community( etc.

PERSOAL A'4*STMET

)ealth( home & leaving conditions( finances( relations with family members(

emotionalism( etc.

'ETERMIATS OF 4O2 SATISFACTIO

!he various factors influencing job satisfaction may be classified into two categories.

En%#r$n0enta" &at$r; an/

Pers$na" &at$rs!

En%#r$n0enta" &at$rs

!hese factors relate to the work environment' main among which are as follows

Eob contentN )erzberg suggested that job content in terms of achievement( recognition(

advancement( responsibility and the work itself tend to provide satisfaction but their

absence does not causes dissatisfaction. Where the job is less repetitive and there is

variation in job content( job satisfaction tends to be higher.

Oupat#$na" "e%e"

!he higher the level of the job in organizational hierarchy the greater the

satisfaction of the individual. !his is because positions at higher levels are generally

better paid( more challenging & provided greater freedom of operation. It carry greater

prestige( self control & need satisfaction.

Pay 9 pr$0$t#$n

$ll other things being e#ual( higher pay & better opportunities for promotion

lead to higher job satisfaction.

5$r- gr$up

%an is a social animal & like to be associated with others' interaction in the

work group help to satisfy social & psychological needs &( therefore( isolated workers

tend to be dissatisfied. Eob satisfaction is generally high when an individual is accepted

by his peers & he has a high need of affiliation.

Super%#s#$n

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"onsiderate supervision tends to improve job satisfaction of workers. $

considerate supervisor takes personal interest in his subordinates and allows them to

participate in the decision making process. however authoritarian people may be more

satisfied under the supervision of high status and strongly directive leaders. mployee

satisfaction from supervisory behavior depends upon the influence e*ercise on his own

superior.

Pers$na" Charater#st#s

personal life e*ercises a significant influence on job satisfaction. !he main

elements of personal life are given below

Age

Se3

E/uat#$na" Le%e"

Mart#a" Status

Age

ome research studies reveal a positive correlation between age & job

satisfaction. Workers in the advances age group tend to be more satisfied probably

because they have adjusted with their job condition. )owever( there is a sharp decline

after a point perhaps because an individual aspires for better and more prestigious jobs in

the later years of his life.

Se3

6ne study revealed those women are less satisfied than men due to fewer job

opportunities for females. ut female workers may be more satisfied due to their lower

occupational aspirations.

E/uat#$na" Le%e"

Generally more educated employees tend to be less satisfied with their jobs

probably due to their higher job aspirations. )owever( research does not yield conclusive

relationship between these two variables.

Mar#ta" Status

!he general impression is that married employees & employees having more

dependents tend to be more dissatisfied due to their greater responsibilities. ut such

employees may be more satisfied because they value their jobs more than unmarried

workers.

E3per#ene

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Eob satisfaction tends to increases with increasing years of e*periences. ut it

may decreases after twenty years of e*perience particularly among people who have not

realized their job e*pectations.

STATICALL+ SI,IFICAT FACTORS IFL*ECI, 4O2 SATISFACTIO

-revious research identified si* factors that influenced job satisfaction. When

these si* factors were high( job satisfaction was high. When the si* factors were low.

4$1 sat#s&at#$n #s #n&"uene/ 1y:

Opp$rtun#ty

Stress

Lea/ersh#p

5$r- Stan/ar/s

Fa#r Re.ar/s

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When negative stress is continuously high( job satisfaction is low. Eobs are more

stressful if they interfere with employees' personal lives or are a continuing source of

worry or concern.

At#$ns:

-romote a balance of work and personal lives. %ake sure that senior managers

model this behavior!

3istribute work evenly fairly0 within work teams.

+eview work procedures to remove unnecessary 7red tape< or bureaucracy.

%anage the number of interruptions employees have to endure while trying to do their

jobs.

ome organization utilize e*ercise or 7fun< breaks at work.

Lea/ersh#p

mployees are more satisfied when their managers are good leaders. !his

includes motivating employees to do a good job( striving for e*cellence or just taking

actions.

At#$ns

%ake sure your managers are well trained. 5eadership combines attitudes and

behavior. It can be learned.

-eople respond to managers that they can trust and who inspire them to achieve

meaningful goals.

5$r- Stan/ar/s

mployees are more satisfied when their entire work group takes pride in the

#uality of its work.

At#$ns

ncourage communication between employees and customers. Luality gains

importance when employees see its impact on customers.

3evelop meaningful measures of #uality. "elebrate achievements of #uality.

Trap:

e cautious of slick( 7packaged< campaigns that are perceived as superficial and

patronizing.

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Fa#r Re.ar/s

mployees are more satisfied when they feel they are rewarded fairly for the

work they do. "onsider employee responsibilities( the effort they have put forth( the work

they have done well and the demands of their jobs.

At#$ns

%ake sure rewards are for genuine contributions to the organization.

e consistent in your reward policies.

If your wages are competitive( make sure employees know this.

+ewards can include a variety of benefits and perks other than money.

$s an added benefit( employees who are rewarded fairly( e*perience less stress.

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T5O FACTOR THEOR+

9rederick )erzberg and his colleagues developed two factor theory. $ccording

to this theory satisfaction and dissatisfaction are interdependent of each other and e*ist

on a separate continuum. 6ne set of factors known as hygiene factors S"ompany policy

andD administration( supervision( pay( working conditions and interpersonal relationsT

act as dissatisfies. !heir absence causes dissatisfaction but their presence does not result

in positive satisfaction. !he other set of factors known as satisfiers Sachievement(

advancement( recognition( work itself and responsibility0 lead to satisfaction.

everal studies designed to test the two factor theory provide little supUort to this

theory. !he same factor may serve as a satisfier for one but a dissatisfy for another. It

appears from this theory that a person can be satisfied & dissatisfied at the same time.

'ISCREPEC+ THEOR+

$ccording to this theory job satisfaction depends upon what a person actually

receives from his job and what he e*pects to receive. When the rewards actually

receives are less than e*pected rewards it causes dissatisfaction. In other words of

5ocke( 7 job satisfaction & dissatisfaction are function of perceived relationship

between what one wants from ones job and what one perceived it is actually offering.

In other words satisfaction is the difference between what one actually received & what

he feels he should received.

!his theory fails to reveal whether over satisfaction is or is not a dimension of

dissatisfaction & if so how does it differ from dissatisfaction arising out of situation

when received out come one less than the out comes one feels he should receive.

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$ M

-erceived

atisfaction

$ R -erceived

3issatisfaction

$ Q

-erceived

6ver

atisfaction

-erceived outcomes received

$

6utcomes one feels he should

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E7*IT+ 'ISCRE PEC+ THEOR+

!his theory is a combination of e#uity & discrepancy theory. 5awler has

adopted the differ approach of discrepancy theory rather than the ratio approach of

e#uity theory. 9rom e#uity theory the concept of comparison has been selected to serve

as an intervening variable. :nder this theory satisfaction is define as the difference

between the outcomes that one perceives he actually received & outcomes that one

feels that what he actually received is e#ual to what he perceived he should receive

there is satisfaction. !hus( an individual reception of his reward is influenced by more

then just the objective amount of the factor. ecause of this psychological influence the

same amount of reward often can seen #uite differently by two people( to one it can be

a large amount( while two another person it can be a small amount.

Senar#$ $& an $rgan#=at#$n .#th h#gh"y sat#se/ e0p"$yees: 8

mployee satisfaction drives customer satisfaction( indirectly creating profit for

an organization. +esearch on the service,profit chain shows that satisfied employees are

far better than unsatisfied ones at delivering e*cellent customer service and hence

enhancing customer satisfaction with the organization's products and services.

MBA-09 34


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mployee satisfaction is also a prere#uisite for staff retention. 6rganizations with higher

staff retention rates are naturally better at retaining knowledge( which can lead to better

performance and profit for the business.

Improved employee satisfaction reduces the cost of staff turnover( builds brand loyalty

with staff and positions the company as an employer of choice that attracts talented

people to the organization.

S$ures $& $n&us#$n

4egative is stronger than positive. 3issatisfaction seems to be more

motivating than satisfaction. In a similar way( people often react more immediately and

visibly to pain than to a pleasant stimulus.

3iminishing returns. 9re#uently( there is not a simple relationship between

satisfaction and its conse#uents. 9or e*ampleN the greater the dissatisfaction( the greater

the motivation to #uit. 6nce people are basically satisfied( they are no longer motivated

to #uit. )ow will their behavior be different if they are wildly satisfied with their jobsO

!hey will still not be motivated to #uit. !hus( once employees are satisfied with their

jobs( being wildly satisfied may not produce significantly different behavior. !his effect

can cause managers to under,estimate just how motivating job satisfaction really is.

RESEARCH METHODOLOGY

!he present study is e*ploratory and descriptive in nature and e*plores various

personal social and other factors and their relationship with job satisfaction.

POP*LATIO 'EFIATIO :!he study is conducted on various departmental employees of an industrial

organization )indalco Industries melter -lant )irakud comple*( engaged in the

production of $luminum. It is a private sector organization employing about thousand

employees.

SAMPLE SI>E:

!he total number of B>> employees at different department( which is B>K of total

strength of employees in the organization( was taken for the study.

MBA-09 35


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SAMPLI, PLAI,:

!he procedure of sampling was stratified random sampling. 9rom all the

department randomly employees are selected and their responses were collected.

TOOLS FOR 'ATA COLLECTIO

In order to study the level of job satisfaction of the employees of melter plant

)irakud "omple* #uestionnaire method was used.

7uest#$nna#re as-e/ $n the &e. areas suh as: 8

4$1

Pers$na" a/just0ent

Manage0ent

Interpers$na" re"at#$ns

9or ach condition they have to rate with in a scale ranges from one to ten.

'ATA AAL+SIS 9 ITERPRETATIO!he data collected through the #uestionnaire method is rated in a scale of 1,1>.

the #uestionnaire consists of 22 #uestion related to job satisfaction. !he responded are

told to rate the 22 #uestions in a scale of 1,1>.

9or the interpretation

?8?@ sa"e has 1een ateg$r#es #nt$ gr$ups

?8B:8 t$ta""y /#ssat#se/; 8D:8 /#ssat#se/ 8:8 s$0e .hat sat#se/

8G:8 sat#se/; 8?@:8 0$st sat#se/!

In the report K value for each group has been calculated for all conditions.

'ISTRI2*TIO OF ,RA'E I 'EFFERET CATE,OR+

We have divided the total sample size into four groups. !he groups are

MBA-09 3"


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Workman 1,1B Grade0

upervisory %anagement 2B,2H Grade0

%iddle management 2J,A> Grade0

!op %anagement A1, @B Grade0

2IR'S VIE5 TO OVER ALL SATISFACTIO LEVEL OF EMPLO+EES OF

ALL ,RA'ES!

MS ST S5S 'S T'S

1 I am happy and proud to be working for this "ompany AA.2 AJ.@ 22.J B.@ 1.J

2 I am satisfied with the physical work environment available 1H.2 A?.>> A>.@ 1>.J B.@

A I am satisfied with the social work environment available 1C.? AA.J A1.2 C ?

@ !he policies and rules of the "o. are employee friendly 2A A>.? 2J.? 11.@ ?.2B %y efforts and initiatives are justly rewarded 1A.J A2 2J 1H.@ J.?

? %y opinion is duly considered while taking decisions 1H.? AA 2@.@ 1B.? C.2

H mployees are respected in my workplace A1 A> 2A.J C.@ B.@

J !he "ompany offers sufficient scope for me to learn & grow 2> 2J.J 22 1? 12.J

C I have sufficient independence in my area of work A>.@ 2H.@ 21.? [email protected] ?.2

1> I find my work interesting and fulfilling A>.? AA.2 2> 11.? @.@

11 %y co,workers and boss are helpful and supportive 2?.? A2.? 2A.? 1>.? ?.2

12 I am provided ample scope and encouraged to try out new ideas 1J.@ 2C 2@.@ 1H.J 1>.2

1A !he "ompany provides ade#uate facilities for my family 1A.J 22.@ 21.@ 1C.? 22.?

1@ I am kept informed about the happenings in my department 2?.? 2@ 2A.J 1H.? H.J1B %y work is generally boring and monotonous A?.J A1.@ 1B.@ 11.? @.@

1? !he "ompany looks after my physical & mental well being 1@.? 2?.J 2H.? 1C.J 11

1H mployees are provided e#ual opportunities in the workplace. 1J.J 2H.? 2A.J 1C 1>.?

1J %y salary & benefits are comparable to others in similar industry. 1> 22.@ 2>.@ 2A.J 2A

1C I would recommend this company as a preferred employer 21.? 2C.? 1C.? 1J.2 1>.?

2> !he "ompany's leaders provide proper direction for growth. 22 2C.2 2A.@ [email protected] 1>.@

21 %y "apabilities are being used up to the fullest e*tent. A> 2C.J 21.J 1A B

22 %ost of my positive contributions are appreciated by the co. [email protected] [email protected] 2B.? H.J ?.2

% M most satisfied( ! M atisfied( W M somewhat satisfied( 3 M 3issatisfied( !3M totally dissatisfied.

2IR'S VIE5 OF SATISFACTIO LEVEL OF ,RA'E (?8?)

MBA-09 3#


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MS ST S5S 'S T'S

1 I am happy and proud to be working for this "ompany A2.A?J@ AJ.1BHJ 21.J@21 ?.A1BH 1.1ABH

2 I am satisfied with the physical work environment available 1H.J@HH A2.>A A2.BB 12.>H B.B11

A I am satisfied with the social work environment available 21.BHJC 2C.HA?J A1.J@21 1> ?.J@21

@ !he policies and rules of the "o. are employee friendly 2>.H@ 2H.A A2.2J 12.AA H.?2B %y efforts and initiatives are justly rewarded 11.BB 2J.JH 2C.CA 1C.@2 1>.2A

? %y opinion is duly considered while taking decisions [email protected]> A2.B@ 2@.@1 1H.JB 1>.H?

H mployees are respected in my workplace A2.B@ 2B.1C 2@.@> 11.J2 ?.>A

J !he "ompany offers sufficient scope for me to learn & grow 1J.11 2B.@B 22.A> 1C.@A [email protected]>

C I have sufficient independence in my area of work 2H.>A 2B.H2 2A.?2 1?.BA H.>J?

1> I find my work interesting and fulfilling A>.H1 A2.>2 1C.CB 12.?> @.HA

11 %y co,workers and boss are helpful and supportive 22.C> A2.A? 2?.A1 11.JB ?.BH

12 I am provided ample scope and encouraged to try out new ideas 1?.>1 2A.JJ 2?.HH 2>.CC 12.AABC

1A !he "ompany provides ade#uate facilities for my family 12.>H 1H.A2 22.BH 2>.HA 2H.2C

1@ I am kept informed about the happenings in my department 2@.?H 2>.HA 2B.H2 2>.@H J.AC

1B %y work is generally boring and monotonous AB A2.A?J 1B 12.JC@ @.HA?

1? !he "ompany looks after my physical & mental well being 1A.C1> 2B.@BC 2J.>JA 21.HJ@ 1>.H?11H mployees are provided e#ual opportunities in the workplace. 1C.C@ 22.JA 2@.?H 21.2B 11.2J

1J %y salary & benefits are comparable to others in similar industry. 1>.2? 1J.1B 1C.HA 2B.2? 2?.BH

1C I would recommend this company as a preferred employer 2A.>C 2A.JJ 1C.@2 22.>@ 11.B@

2> !he "ompany's leaders provide proper direction for growth. 2>.2> [email protected] 2?.B> 1?.2H 12.CH

21 %y "apabilities are being used up to the fullest e*tent. A2.>2 2H.2@ 21.B2 [email protected] ?.>A

22 %ost of my positive contributions are appreciated by the co. 2@.?? A@.@J 2B.H2 J.22 ?.JC

2IR'S VIE5 OF SATISFACTIO LEVEL OF ,RA'E (B8B)

MS ST S5S 'S T'S

1 I am happy and proud to be working for this "ompany @A.AC A>.1J 2>.HB A.HH 1.JJ

2 I am satisfied with the physical work environment available 2?.@1 AC.?2 1J.J? 11.A2 A.HH

A I am satisfied with the social work environment available 1J.J? AC.?2 A2.>H B.?? A.HH

@ !he policies and rules of the "o. are employee friendly AC.?2 AB.J@ C.@A 11.A2 A.HH

B %y efforts and initiatives are justly rewarded 2?.@1 AB.J@ 1B.>C 1J.J? A.HH

? %y opinion is duly considered while taking decisions A>.1J 2J.A> 22.?@ C.@A C.@A

MBA-09 3$


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H mployees are respected in my workplace 2B @2.A> 2B.C2 > B.H?

J !he "ompany offers sufficient scope for me to learn & grow A>.1J AB.J@ 2>.HB 1.JJ 11.A2

C I have sufficient independence in my area of work @A.AC 2J.A> 1?.CJ B.?? B.??

1> I find my work interesting and fulfilling A2.>H A2.>H 1J.J? 11.A2 B.??

11 %y co,workers and boss are helpful and supportive AC.?2 22.A> 1A.2> C.@A C.@A

12 I am provided ample scope and encouraged to try out new ideas A>.1J AB.J@ 1B.>C 1B.>C A.HH1A !he "ompany provides ade#uate facilities for my family 2?.@1 AH.HA 1B.>C C.@A 11.A2

1@ I am kept informed about the happenings in my department AC.?2 22.?@ 2>.HB B.?? 11.A2

1B %y work is generally boring and monotonous B>.C@ 2?.@1 1J.J? A.HH >

1? !he "ompany looks after my physical & mental well being 2>.HB 2J.A> 1?.CJ 1J.J? 1B.>C

1H mployees are provided e#ual opportunities in the workplace. 2>.HB AC.?2 1A.2> 1B.>C 11.A2

1J %y salary & benefits are comparable to others in similar industry. 1A.2> 2?.@1 22.?@ 1J.J? 1J.J?

1C I would recommend this company as a preferred employer 2>.HB @B.2J 1?.CJ C.@A H.B@

2> !he "ompany's leaders provide proper direction for growth. AH.HA AH.HA C.@A 11.A2 A.HH

21 %y "apabilities are being used up to the fullest e*tent. A2.>H AA.C? 1?.CJ 1B.>C 1.JJ

22 %ost of my positive contributions are appreciated by the co. A2.>J A2.>H 1?.CC 1A.2> B.??

2IR'S VIE5 OF SATISFACTIO LEVEL OF ,RA'E (BG8@)

MS ST S5S 'S T'S

1 I am happy and proud to be working for this "ompany A>.H? BH.?C 11.BA > >

2 I am satisfied with the physical work environment available H.H> BH.?C 11.BA > A.J@

A I am satisfied with the social work environment available H.?C ?B.AJ 2?.C2 > >@ !he policies and rules of the "o. are employee friendly 2?.C2 BH.?C 1B.AJ > >

B %y efforts and initiatives are justly rewarded A.JB BH.H A@.?1 A.JB >

? %y opinion is duly considered while taking decisions 1C.2A @?.1B A>.H? A.JB >

H mployees are respected in my workplace 1C.2@ BH.?C 2A.>H > >

J !he "ompany offers sufficient scope for me to learn & grow 2J @J 1? J >

C I have sufficient independence in my area of work A@.?1 AJ.@? 1B.AJ 11.BA >

1> I find my work interesting and fulfilling 2?.C2 B> 2A.>H > >

11 %y co,workers and boss are helpful and supportive BH.?C 2B.>H 1C.2A > >

12 I am provided ample scope and encouraged to try out new ideas 2A.>H BH.?C 1C.2A > >

1A !he "ompany provides ade#uate facilities for my family H.?C @?.1B 2?.C2 1C.2A >

1@ I am kept informed about the happenings in my department 2A.>H BH.?C 1B.AJ A.J@ >

1B %y work is generally boring and monotonous A>.H? 2?.C2 1C.2A 1C.2A A.J@

1? !he "ompany looks after my physical & mental well being 11.BA 2?.C2 B> H.?C A.J@

MBA-09 39


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1H mployees are provided e#ual opportunities in the workplace. 11.BA @?.1B A@.?1 > H.?H

1J %y salary & benefits are comparable to others in similar industry. H.?C ?1.BA 11.BA 1B.AJ A.J@

1C I would recommend this company as a preferred employer 12 ?@ 1? @ @

2> !he "ompany's leaders provide proper direction for growth. 11.BA ?B.AJ 2A.>H > >

21 %y "apabilities are being used up to the fullest e*tent. 1B.AJ BH.?C 2?.C2 > >

22 %ost of my positive contributions are appreciated by the co. 11.BA @?.1B AJ.@? > A.J@

2IR'S VIE5 OF SATISFACTIO LEVEL OF ,RA'E (?8D)

MS ST S5S 'S T'S

1 I am happy and proud to be working for this "ompany 2B.H1 @2.JB 2> 2.JB J.BH

2 I am satisfied with the physical work environment available 2.JB ?2.JB 2> B.H1 J.BH

A I am satisfied with the social work environment available J.BH @B.H1 2J.BH 11.@2 B.H1

@ !he policies and rules of the "o. are employee friendly 1H.1@ @2.JB 2J.BJ 11.@2 >

B %y efforts and initiatives are justly rewarded 22.JB @2.J? 22.JB B.H1 B.H1

? %y opinion is duly considered while taking decisions 22.J? @> 2B.H1 11.@2 >

H mployees are respected in my workplace A1.@2 @B.H1 [email protected] B.H1 2.JB

J !he "ompany offers sufficient scope for me to learn & grow 2> @2.JB 22.JB J.BJ B.H1

C I have sufficient independence in my area of work @2.JB AH.1@ 11.@2 B.H1 2.JB

1> I find my work interesting and fulfilling 22.H1 AH.1A 22.JB 11.@2 2.JB

11 %y co,workers and boss are helpful and supportive 2B.H1 @B.H1 1H.1@ J.BH 2.JB

12 I am provided ample scope and encouraged to try out new ideas 22.JB @J.BH 2> 2.JB B.H1

1A !he "ompany provides ade#uate facilities for my family [email protected] @> 1H.1@ 2> J.BH

1@ I am kept informed about the happenings in my department 2J.BH AH.1@ 1H.1@ [email protected] 2.JB

1B %y work is generally boring and monotonous @2.JB A1.@2 [email protected] B.H1 B.H11? !he "ompany looks after my physical & mental well being [email protected] @> 2B.H1 J.BH 11.@2

1H mployees are provided e#ual opportunities in the workplace. J.BH @B.H1 22.JB 1H.1@ B.H1

1J %y salary & benefits are comparable to others in similar industry. B.H2 A1.@2 A1.@2 22.JB J.BH

1C I would recommend this company as a preferred employer [email protected] @2.JB A1.@2 > 11.@2

2> !he "ompany's leaders provide proper direction for growth. 22.JB AH.1@ [email protected] [email protected] 11.@A

21 %y "apabilities are being used up to the fullest e*tent. 1H.?@ AJ.2A A2.AB J.J2 2.C@

22 %ost of my positive contributions are appreciated by the co. A>.A> A>.A> AA.AH A.>A A.>A

MBA-09 40


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MBA-09 41


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I have already seen that though most of the employees are highly satisfied still

there is e*istence of significant number of dissatisfied employees( whose contribution

can't be ignored.

4ow let us discuss the response to the four factors those are job related factor(

management related factor( social relation and personal adjustment factor which cover all

these 22 #uestions( which is in the #uestioner.

4O2 RELATE' FACTOR

It can be seen from the above data that the level of satisfaction of job related

factor of most employees are sky high but still there is e*istence of significant number of

dissatisfied and totally dissatisfied employees. %ostly the workmen are less satisfied with

there job related factor which contributed to the job satisfaction.

MAA,EMET RELATE' FACTORS

If we will see the overall satisfaction level of management factor it is clear that

percentage of satisfied and most satisfied employees are more then dissatisfied and totally

dissatisfied. ut still there is a significant number of dissatisfied and totally dissatisfied

employees e*ists. Which can be a havoc for the organization.

SOCIAL RELATIO RELATE' FACTOR

!he level of satisfaction related to social relation is very high. %ost of the

employees are satisfied then most satisfied. ignificant presence of averagely satisfied

employee and also e*istence of dissatisfied and totally dissatisfied are significant.

FACTOR RELATE' TO PERSOAL A'4*STMET

!he level of satisfaction related to personal adjustment is also very high. -eople

are very easily adjusting to the culture of the company. ut still there is e*istence of

dissatisfied employees( which is the major concern for the organization.

ROOM FOR IMPROVEMET

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4eed of improvement in working conditions work environment.

4eed of improvement in rewards and reorganization.

%anagement policies( relationship of boss with sub,ordinates should be friendly.

Improvement in the communication between employees management.

est time to review the salary and wage of employees.

4eed of ade#uate policies for the carrier development of the employees.

mployee's health is company's wealth so the health problem of employees

should be taken care of properly and more attention is re#uired.

S*,,ESTIO FOR IMPOVEMET I LEVEL OF SATISFACTIO TO

SMELTER PLAT HIRA*' COMPLEJ

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Giving numerical values to your feelings is a difficult job( emerged as constraints

in it self.

!here are so many components( which is related to the job satisfaction. It is not

possible to cover all those components in my study.

!ime constraints. !he time was very less to cover all the aspects of job

satisfaction.

!here are chances of irrational rating by the employees.

2I2LIO,RAPH+

)indalco hirakud comple*

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