Project Report 2011-12

7/30/2019 Project Report 2011-12

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RAJASTHAN

SESSION 2011-12

A PROJECT REPORT ONEMPLOYEE

SATISFACTION

AT HINDUASTHAN ZINC LIMITED,

ZAWAR MINES.

MOHAN LAL SUKHADIA UNIVERSITY UDAIPUR

SUBMITTED TO: - SUBMITTED BY:-


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MR.SUTEEKSHAN RANAWAT ABHISHEK DASHORAB.B.M. 3

RDYEAR

ACKNOWLEDGEMENT

It is my pleasant duty to acknowledge

my sincere gratitude and heartfelt thanks to all

those who have encouraged, guided and helped me

in the completion of this project.

I am extremely thankful to Mr. Kamaal

Trivedi, Executive (HR) for directing and guiding

my work and providing me with all the necessary

support and motivation.

I am also highly thankful to all staff

member for their coordination and support.


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I am immensely thankful to Mr.

suteekshan ranawat (Head of BBM department)

who helps me for making my Project report.

ABHISHEK DASHORA

SR.No

.

CONTENT PAGE

NO


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1 Company Profile 4

2 Over View Of H.Z.L. 7

3 H.Z.L. Milestone At a Glance 8

4 Vision, Mission & Objective 10

5 Challenges For Zink Industries In New

Millennium

12

6 Service Department At Zawar Mines AtUdaipur

17

7 Functioning Of Personnel Dept. At

Zawar Mines In Udaipur

18

8 Management Of Strategic Human

Resources In H.Z.L.

26

9 Employee Satisfaction 29

10 Conclusion 46

11 Questionnaire Of Employee

Satisfaction & Bibliography

49


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HINDUSTAN ZINC LTDTHE COMPANY PROFILE

INTRODUCTION:-

S.No. Mining Units in

Operations

Product

1. Zawar Group of Mines,

Udaipur

Captive power Plant[80

MW]

Zinc, Lead, Silver,

Ore and

Concentrates


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Hindustan Zinc Limited is one of the leading

producers of Lead and Zinc in the country. It was

incorporated as a Government of India Enterprises

under the Ministry of Steel & Mines, Department of

Mines, on January 10, 1966 after the takeover of

erstwhile Metal Corporation of India Limited.

Interlaid to own manage and develop mining and

smelting capacities for the import strategic Zinc and

lead metals in the country.

2. Rajpura Dariba Mines,

Rajsamand (Raj.)

Sindeser Khurd

Dariba Smelter Complex

Zinc, Lead, Copper,

Silver, Ore and

Concentrates

3. Rampura, Agucha Mines,

Bhilwara (Raj.)

Zinc, Lead, Silver,

Ore and Concentres.


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S.No. Smelter Products

1. Debari Zinc Smelter,

Udaipur (Raj.)

Zinc, Ingots,

Sulphric Acid,

Cadmium, Silver

and Cobalt.

2. Zinc Lead Smelter,

Visakhapatham.

Zinc, Ingots, Lead,

Sulphuric Acid,

Cadmium and

Silver.

3. Chanderia Lead Zinc

Smelter, Chittorgarh

Zinc, Ingots (a)

GOB Zinc (b) SHG

Zinc Lead, Silver

Cadmium,

Sulphuric Acid

Bismuth and


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Mercury.

SIGNIFICANT AND USE OF ZINC AND

OTHER PRODUCTSZinc:

It used as a protective metal for galvanizing steel,

die casting and production of brass. Zinc oxide is put

to use in paints, tyres, creams and Sun block.

Lead:

A wonderful metal is used in batteries power,

vehicles, radiation shields, sound insulators, pipes,

storage tanks for chemicals, solders etc.


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Cadmium:

Which is multipurpose metal, finds use in the

manufacture of alkaline batteries, electroplating, anti-

friction alloys and pigments?

Silver:

An invaluable metal in used in photo film,

printing plates, jewellery and silver ware. It is also

used in contract and conduction products for the

chemicals and electronic industry.

Cobalt:

It is a stand-alone metal use able as strength at

high temperature and corrosion resistance to super

alloy steel, used in jet engines. Also finds use in

permanent magnets, radioactive isotopes and a variety

of chemical for pigments.

AN OVERVIEW OF HINDUSTAN ZINC LTD.


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Hindustan Zinc. Ltd. was created form the

erstwhile Metal Corporation of India (MCI) on 10th

January 1966 as a Public Sector Undertaking. In April

2002, the Government of India, disinvested its

majority stake in HZL, and it become a part of the fast

growing Sterlite group. Since then HZL has been

growing from strength to strength. HZL produces

Zinc, Lead and by-products VIZ. Sulphuric Acid, Silver

and Cadmium. The net sales for operation 9,192 crore.

In 2010 it was 8,071 Crore. The sales of Zink in

domestic market is 411,617 crore & the domestic Lead

was 57,204. The Income tax paid by HZL in 2011 is

1059,973 crore. The production is 840,053 tons. It was

9% up as compare to previous year.

Today HZL is India's leading base metal

producer. HZL is vertically integrated Mining &

Smelting Company, gearing up to:

Harnessing mining resources to help Indiaachieve self-sufficiency in Zinc.

Become a global leader in Zinc.Create value for all entities whether it is

Customers, Investors or Employees.

Constant innovation, meticulous attention to detail,

extensive investments in R&D and technology are the


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hallmarks of HZL making it a multi-unit and multi-

product company.

HZL Milestone at a glance:

2010-11 New plant Commissioned in Rajpura Dariba

2008-09 New Plant Commissioned at Chanderiya

2007-08 New Boiler Plant established at Debari

Factory

2005-06 Chanderiya hydrometallurgical zinc plantbegins production Chanderiya Ausmelt lead plant

begins production.

2003-04 Sterile acquires additional shares of 18.92%

from Government of India under call option

2002-03 Sterlite acquires 260/0 and managementcontrol in HZL from the Government of India in

privatization. A further 20% is bought from market

through open offer.

1991 Chanderiya pyro metallurgical lead -zinc smelter

and Rampura Agucha mine begin production.


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1983 Rajpura Dariba Mine starts production.

1977 Vizag zinc smelter and second set of Zawar mine

facilities commissioned.

1971 First expansion of Zawar mine commissioned.

1968 Debari smelter commissioned.

1942 Commencement of mining at Zawar.

HZL has broad based operation. Its spectrum of

activities ranges from -:

ExplorationMining

Ore processing

SmeltingRefining of lead, Precious metals, Zinc, Cadmium,

Cobalt, Copper.

Power PlantSales and marketing.


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VISION, MISSION AND OBJECTIVES

Our Vision:

Is a major natural resource company with

diversified business leveraging the competitive

advantages offered by its mineral resource portfolio

and competencies, inculcating best management

practices based on efficiency TQM concepts and trust.

Our Mission:

To become a significant global producer of zincand to remain as dominant market leader of zinc

and lead in India.

To avail opportunities to diversify into otherbusinesses synergic with its competencies.

To maximize satisfaction of its stakeholders.


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Major Objectives:

To increase smelting capacities so as to maintainand enhance market share.

To locate world-class lead and zinc deposits bygrass root exploration either independently or

through joint venture.

To augment mining capacities.To diversify into other mineral based Industries

precious metals and important infrastructure

sector like power.

To provide consultancy sector in various aspectsof the mineral industry and project management.

To attain international level of productivity andquality standard through HRD efforts and intense

R & D and its expansion and diversification

activities.

To strive for dividend @ 17.5% of the equity.To strengthen the image as the organization with

commitment to excellent amongst all concerned.


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CHALLENGES FOR ZINC INDUSTRY IN

THE NEW MILLENNIUM

We have just entered into the new millennium,

which is likely to bring to its own share for new

opportunities, new circumstances and new challenges,

although there are multitude of challenges, zone some

of the important ones that we are prepared to face are

as follow :-

Build Up Of Resources:

Owing to year on-year mining activity the lead-

zinc resources are getting depleted very fast. In

addition to the requirement for individual mines to

delineate new are bodies and to prolong their

operating lines, it is of utmost importance that we

need to improve the lead zinc resources base

constantly to compensate the depletion in order to stay

in business, further ore bodies will probably be more


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costly to find mines and process than those in

operation production now, because most of the will

either be of lower grade or found at greater depths.

The search for new mineral resources has to rely on

more sophisticated techniques available in search for

deeply buried concealed ore.

Environment:

Mining or in smelting, is likely to take longer

because each requires a comprehensive and lengthy

environmental audit zinc, by itself is not toxic but its

natural association with lead, cadmium mercury and

sulphur attracts strict control regimes throughout the

world. As the standard of disposal of residues are

becoming more rigid, environmental legislation

together with increased public awareness of the

hazards, it is necessary to be extremely vigilant with

respect to disposal of wastes/residues. This calls for

increase in environmental protection both in existing

and new plants. Further, there is a trend of resistance


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against the use of any product which though by itself is

safe but the means of its production is associated with

environmental pollution. There it will be necessary to

implement environmental control measures to

implement environmental control measures for

beyond what is required as per the prevailing

stipulations to ensure that the product is not

associated with the environmental hazard. This calls

for a drive to make the people customs and all the

concerned aware of high standard of environmental

being maintained by the company in its production

plants.

Research & Development:

Innovation breeds success even small

improvements which can result in some cost reduction

can give much needed edge. In fact, it is these marginal

advantages which differentiate on company from

another.


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Therefore it is necessarily to look closely each and

every unit operation in production process and

carrying out in house studies to determined any scope

for improvement and also execute such ideas

efficiently all the areas. This might demand for a

major thrust R&D efforts in both at unit and corporate

levels.

Productivity:-

In the changed competitive environment

maximizing the productivity in all the operations of

the company, will have to be the watch word for the

new millennium, which implies generating surplus fur

sustainable growth for future by efficient utilization of

all the resources.

Quality Assurance:

In free economy where a number of companies

are competing in the market for the same product, the


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image of quality, associated with the company of

brand name becomes extremely important even if the

products are identical in all respect of chemical and

physical properties. The assurance that quality of a

particular company product is assured to before

declared standards will determined the customers

choice, which will necessitate steeping up our efforts

in quality assurance as per highest international

'standard, by having well trained and qualified quality

control department backed by necessary instruments

and analytical faculties.

RAPIDLY CHANGING BUSINESS WORLD :

The most significant feature of today's business

and industry is the rapidly with which changes are a

Heeling industry. These changes are the result of the

new close relationship between business and political

decisions being influenced external trade and business


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pressures. We should be aware that any protection

and advantages due to a local situation can disappear

overnight and the long per term planning based on the

local conditions will not hold Good. The fundamental

requirement for survival of any industry is that levels

of basic parameters are at par with global competitors.

We have brought about considerable improvement in

the basic parameters like recovery efficiency energy

consumption cost of concentrate productions etc.

Though we have advantage in reasonable availability

to raw materials now there is distinct advantage due to

power cost and unreliability of supply since

electrolysis smelter is still the only preferred

technology for an industry producing only Zinc metal

the cost of energy is serious constraint, it is necessary

to have control on the cost and availability of power.

However captive power plants are also not very

economic at lower capacities and there is need to look


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for collaboration and have a captive power plant with

reasonable power cost.

Product Development :

In the age of new materials and applications even

conventional metals are finding a wide range of new

uses by slight modification in composition and

mechanical treatment. There should be enough

awareness of growing customer needs and effort to

develop product suitable for specific requirement. We

should take lead in developing product applications by

in house efforts and in collaboration with national and

international organizations and leading world

producers.

Human Resource Management:

The main strength of an organization in the future

-will be its people. The management of human

resource should be a continuous process to ensure the

development of employees confidence dynamism


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effectiveness, motivation and moral in systematic way.

This could help to achieve higher productivity in terms

of physical and financial outputs. The management of

human resource has to aim at, to develop the nature a

cultural change in organization which focuses on

positive attitude. Openers trust and achieving

excellence in all spheres of activities.

Corporate Social Responsibility:

A part from excellent performance and financial

strengths the image of a company will also be of vital

importance in competitive environment. Public

relations in this contest means not only giving wide

publicity to the company's activities but also the

interaction of its management and personnel with

wide variety of organizations and individuals with

which they do business. Consistency and ability to

inspire trust and confidence in such dealings integrity

will be very important. The organizational culture will

have to adapt to this situation.


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SERVICE DEPARTMENTS AT

ZAWAR MINES, UDAIPUR

Personnel and Administration department is a

crucial department as it is concerned with

Management and operating functions (procurement,

development, maintenance and utilization) with the

view to attain organizational goal economically,

effectively and meeting the individual and social goals.

It deals with the management of human power as well

as administration of various systems like license

procurement, furniture and fixtures, allotment of

quarters, transportation, printing of forms and

performs etc.

At ZM, Udaipur, personnel department is an

important department, which relates to human

relations ships within the industry.


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It aims to provide

Physical amenities of workers (welfare).Psychological aspect of workers (psychological).

Social responsibility in surrounding villages.

Functioning of Personnel Department at

Zawar Mines, Udaipur

Personnel and Administration Department:

Time Officer

Administration

Welfare

Establishment

Legal cell

Time Office:

It controls the timing of person coming in and

going out in all the shifts.


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It is required to know:

Hours worked by a workerAmount to be paid to workerDisciplineAbsenteeismMaintenance of leave and other recordsL. T. C.

All the financial matters in case of gratuity,

compensation in case of death, provident fund etc is

feuded from here.

Administration:

It takes care of

Town ship, leasehold area.Total fitting and fixtures.Stationary.Giving contract to Buses.Postal services.


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Entire communication system including circulars,payment of telephone bills is centralized here.

Welfare:

The welfare aspect has become statutory

binding on a company as per the factories Act, 1948.

Factories Act, 1948.

Zawar Mines, Udaipur aims to fulfil its social

obligation in order to motivate its employees for better

performance at Zawar Mines, Udaipur welfare

activities include:

Subsidal canteen facility.Residential facility with subsidised electricity and

free water supply.

Free medical facilities for workers at the workingplace.

Free safety equipments are provided by thecompany.


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Security of employees through provident Fund,gratuity scheme, pensions schemes, insurance

and accidental claims.

Facility of restroom, washing areas, crches etc.Loans are provided for house, marriages, car,

medical etc.

School is run, scholarships for students etc.Sports and other functions are organized.

Other Functions of Personnel Department:

The basic functions of personnel department are

as following:-

Man Power Planning.Recruitment and selection.Working conditions.Wages and incentives.Promotions.


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OBJECTIVES OF PERSONNEL DEPARTMENT AT

ZAWAR MINES, UDAIPUR:

Responsibility for the maintenance of industrialpeace, good labour management relations and

avoidance of industrial strikes.

Recruitment and selection of right person for thejob.

Implementation of training schemes ofgovernment.

Proper maintenance of service records ofemployees.

Implementations of agreements, awards andagreed discussions.

Organizing welfare amenities for general health ofthe workmen.

Proper implementation and coordination ofmanagement personnel policies.

To ensure congenial and hygienic workingconditions to employees.


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Manpower Planning

Manpower planning is the process of determining

scientifically the number and type of employees that

an enterprise while need in specified period of time in

future. It ensures that organization will have an

adequate number of qualified people at proper time to

perform various jobs efficiently with personal

satisfaction.

At Zawar Mines, proper manpower planning is

done in order to determine manpower requirement.

They ensure that adequate executives, workers,

managers, mazdoors are available for future.

Recruitment and Selection:

Recruitment is the process of stimulating people

to apply for a particular job. It created pool of

candidates of most was suitable could be selected.


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At Zawar Mines, recruitment is done both through

internal as well as external source.

Recruitment here could be through:-

AdvertisementEmployment exchangeDeputationEmployment agenciesCampus InterviewOnline vacancies

Selection is the careful screening of the

candidates to choose the most suitable person for

the job vacancies. At Zawar Mines, all possible

efforts are made to select best and most suitable

person for a job.

Wages & Incentives:

At Zawar Mines, wages are determined according

to nature of work done qualifications and experience


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of employees. Wages include dearness allowance also.

Various allowances and incentives are also provided

by the organization for eg. House rent allowances,

transport allowance, night shift allowance, washing

allowance, family welfare incentive, leave travel

concession (LTC), free medical treatment, social

security scheme benefits, bonus, gratuity, subsidized

electricity, water supply etc.

Working Conditions:

Zawar Mines, Udaipur provides congenial &

hygienic condition for the workmen employed there.

Hours of work, rest intervals, holidays, safety

provisions are all taken care of Mainly 3 shifts & 1

general shift operate here.

1. Shift A 8 am to 4 pm

2. Shift B 4 pm to 12 pm

3. Shift C 12 pm to 8 pm

4. Shift (General) 8 am to 5 pm


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Other Working Conditions at Zawar Mines are:

Suitable drinking water facilities.Proper rest rooms for employees.Washing facilities.Adequate lighting & ventilation in factory.

Safety Department:

At ZM, Udaipur there is two safety committees:-

Shop floor safety committee.Central safety committee.

They meet once in a month & analyse the prevailing

safety measures.

Stores Department:

It has following functions

Procurement of materialStorageIssue of materialInventory control


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Account Department:

It is further divided into different section

Costing/Budgeting sectionBookkeepingCash sectionContractor sectionExcise & modvat section


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MANAGEMENT OF STRATEGIC HUMAN RESOURCE

IN H.Z.L.

HZL has been able to maintain growth and face

the challenges of liberalization due to effective

execution its human resource plan good employer

employee relationship support of capable and

committed work force and union.

The company has implemented a comprehensive

plan for management of strategic human resource and

there is marked improvement in competence morale

and effectiveness of employees. It may be appreciated

that human resource. The value of which does not

depreciate like value of plant & machinery is to he

managed with utmost skill and tact. It is generally

agreed that no amount of technological up gradation

or financial inputs worked result in justained higher

level of performance until efforts are made to tackle

bath the capability and willingness of human resource


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to contribute in the desired direction. Therefore, the

main strengths of the organization are its people and it

is they would hold the key to its success and failure.

Human Resource Management:

There has been definite shift in the role of H.R.

function has been a line function instead of traditional

staff function and in gradual course it has assumed the

role of specialized "Technical" Field just like any other

field of managerial function. Therefore, the MR

Manager is required to reorient himself from' merely

being a change agent of facilitator to be a leader in

management of the HR and organizational

development.

The management of Human Resource in

Hindustan Zinc Limited has been continues process to

ensure the development of employees competencies

dynamism, motivation and effectiveness in a

systematic and planned way.


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Objectives:

The core objective of Human Resource

Management of Hindustan Zinc Limited is as

mentioned below:-

Incentive manpower planning.Improvement in the culture and values.Active participation at all levels.Identification of competency gaps.Redeployment of Human Resource.Preparation of employees for shouldering higher

responsibilities.

Strengthening the superior subordinaterelationship and team spirit.

Career and Succession Planning:

Hindustan Zinc has comprehensive career and

succession plan system. It seeks to provide Career

Advancement Channels is an open and just manner


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keeping talents/merit and seniority in view. The

executive care scheme is designed to:-

Ensure uniform opportunities of growth andadvancement of individual matching with growing

needs of organization.

Lay out job specifications and promotionalsystems.

Motivate executive by providing channels ofpromotions.

Specify basis for term scale and stagnation onpromotions.

The potential successors for key position are

identified well in advance and groomed through

training, job rotation and job enrichments schemes to

shoulder higher responsibilities as and when demand

arises.


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EMPLOYEES SATISFACTION

The importance of job satisfaction is fairly evident

from a description of the importance of maintaining

morel in any industry. If a worker is not satisfied with

his work, then both the quantity and quality of his

output will suffer. If hi job satisfaction increase then

there is an improvement in both the quality and

quantity of production. Factories in which the workers

are satisfied with their work are also characterized by

a high morale.

The following things are generally important for

creating job satisfaction.

1.Attending and Solving Problem:It is desirable that the complaints of the worker be

hearted patiently and the problems solved as far as

possible. Factories in which the worker's demands are

not needed suffer because the workers loss confidence

in the management and become frustrated.

2.Secure Future:Every worker is definitely concerned about his

future prospects. In the factory rules clearly lay down

the condition of promotion and advancement, and if

the worker gets the expected promotion and


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improvement in pay scales at the right time. He feels

satisfied and becomes confident of the future. On the

other hand the workers feel that even good work will

not reward he becomes frustrated and slack in his

work.

3.Testing the worker's Ability and Progress:Every worker, whether in a factory or in office,

desires that he should be paid according to ability. If

he has undergone some new training or has increased

his ability to work in some way, he should be

compensated for his better ability through a rise in

salary. Organization in which the management keeps

an eye on the ability and progress of its worker

normally has a high degree of job satisfaction among

their workers. It is necessary that the management

should give the worker some opportunity of

progressing higher and higher. If, on the other hand,

the organization does not pay any attention to theabilities and increased efficiency of its staff, if suffers

in the long run because the workers also interest in

their job and do not often try to improve their level of

efficiency. This happens because they feel that an

increase in qualifications or efficiency is not related to

progress or promotion.


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4.Respect for Creative Suggestions:Generally, speaking the worker working under a

particular set of conditions is best qualified to say howand where improvements can be made. If worker are

encouraged to suggest ways and means of improving

the condition of work. They often come with very

valuable ideas. This helps in increasing job satisfaction

because when the worker is praised for giving a good

practical idea he tends to pay more attention to his

work in order to win more praise. If suggestions are

neglected then the workers feel dissatisfied since

apparently there can be no improvement in conditions

in which he works.

5.Cordial Analysis or Evaluation of the Work:In every organization the manager or the

supervisor has to offer criticism of the work

performed by the worker because he must point out

the worker's mistakes and try to eliminate them. If this

criticism if offered in a cordial and friendly way moreas suggestions than to it. His job satisfaction is also

thereby maintained. But if the worker is abused or

bitterly criticized for his mistake, he loses his peace of

mind.


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6.Increase in Wage:Rules governing increases in salary should clear

and explicit and should be acted upon impartially andregularly.

7.Praise for good performance:If workers are not praised for exceptional

performance in their work they lose interest in it and

as a result, the organization suffers. Even if they dogood work they still remain dissatisfied and

disgruntled.

8.Promotion According to Ability:In every organization some people are always

being retired after completion of their promotion isbased upon the ability of the worker then the worker's

mental satisfaction is maintained. If, on the other

hand, promotion depends upon other factors such as

casteism, personal favour, etc. than the workers

interest in his work declines.

9.Proper Quantum of Work:If job satisfaction is to be maintained it is essential

that the quantity of work does not exceed the

individual's ability to complete it. If he has to work

more than the comfortably can bear a long time, the


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worker is bound to become disgusted, depressed and

tired.

10.

Equal Wages for Equal Work:

Labour unions in almost every industry are

demanding that there should be equal pay for equal

work. In any factory or office a worker must be paid as

much as other workers are being paid in other

organizations of similar work.

11. Freedom to seed Help in Solving Problem:Very often the worker is faced by problem in this

work that he cannot solve alone. In such a case he

should be free to seek help and guidance from otherworkers or even from the managers.

12. Absence of Unnecessary Intervention andCriticism:

No individual wants to sacrifice his self-respect. If

the worker is up-necessarily shown disrespect orabused he quickly becomes dissatisfied. Hence he

should be protected from useless interruptions and

criticism.


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13. Satisfactory Hours of Work:The hours of work in any factory or office should

be convenient and so arranged as to offer the leastpossible inconvenience to the largest number of

employees. If this is not looked into the workers

becomes dissatisfied.

14. Availability of Leaves and Rest:In every industrial organization the workers

should be given the proper amount of rest and

holidays on festivals and other occasional of social

celebrations. Now days it is thought necessary to give a

half holiday every fifteen days in addition to the

weekly holiday.

It is evident from the above description of factors

influencing job satisfaction that it necessitates the

creation of certain conditions of work. Different

factors may be important in (Afferent situations.

Increase in wages is a common factor which is

important everywhere. Promotion is another factor

which places an important role in maintaining or

destroying job satisfaction. Apart from this the other

factors may be more or less important, depending

upon the situation. For example, an organization in

which the worker's educational degree has great


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importance should also see to it the worker is

promoted when he adds to his qualifications.

Employees Satisfaction

The primary task of a manager is that of

maintaining an organization that functions effectively.

To do so, he must see that his subordinates work

efficiently and produce result that is beneficial to the

organization. Organizational goals can never be

achieved without subordinate's willingness to put their

best efforts. Here arises the problem of motivation.

'The capacity of work' and 'willingness to work' is two

different things. A man can be physically, mentally and

technically fit to work but he may not be willing to

work. Hence, the need of motivation, arised.

Motivating a worker is to create a need and a desire on

the part of a worker to better his present performance.

Thus, performance is determined by two factors, viz;

level of ability to do certain work; and level ofmotivation. This can be expressed as follows:

Performance = Ability x Motivation

Thus, motivation is one of the main problem of

personnel management.


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Meaning of Motivation

Motivation is a term derived from the word 'motive'. It

can be explained as 'motive' as which makes personactive in a particular way. It is an inner impulse

causing man to action. A person works to satisfy his

needs. So the human needs are the cause of action and

motivation is a process of causing the mean realized

these needs. Below some important definitions of

motivation have been presented:-

According to Michel J. Jucius, "Motivation is the act of

simulating someone of oneself to get a desired course

of action, to push the right button to get desired

results."

According to Dale Beach, "Motivation can be defined

as a willingness to expand energy to achieve a goal or

rewards."

According to McFarland) "Motivation refers to the way

in which urges, derives, desires, aspirations, strivings

or needs direct, control or explain the behaviour of

human beings."

According to W.G.Scot "Motivation is a process of

stimulating people to action to accomplish desired

goals."


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Thus, is clear from these definitions that different

experts have defined motivation in their own words,

however, the basic contents are the same. On the

analysis of these definitions, it is possible to derive the

following characteristics of motivation:

1. Motivation is an Internal Feeling: Motivation is apsychological phenomenon 'which generates

within an individual. Needs are feelings in the

mind a person that he lacks certain thing. Such

feelings affect the behaviour of the person.

2. Person in Totality not in Part, is Motivated: Eachindividual in the organization is a self-contained

and inseparable unit and his all needs are inter-

related. These affect the behaviour in different

ways. Moreover, feeling of needs is a continuous

process; as such these create continuity in human

behavior.

3. Motivation Cause Good-Directed Behaviour:Feeling of needs by the person causes him to

behave in such a way that he tries to satisfy

himself so that he does not feel the lack of that

particular thing.


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Need that is the feeling that something is

required, creates tension in the mind and

transforms itself depending on environment. This

tension is released when this particular need is

satisfied by certain behaviour again in the

environment, i.e., incentives exist to satisfy the

needs. Behaviour ends the moment tension is

released. However, satisfaction of one need leads

to feeling of another and the process goes on.

4.Product of anticipated value: Motivation is theproduct of anticipated values from an action' and

she perceived probability and these values will be

achieved by the action. The anticipated value is

called 'value' and it is defined as the strength of aperson's preference for one outcome in relation to

others. The perceived probability is called

'expectancy' and n is defined as the strength of

belief that a particular act will be followed by a

particular outcome. Thus, motivational

relationship can be expressed in the formula:

Motivation = Valence x Expectancy Types of

Motivation

Types of Motivation:

Motivation can be, positive or negative.

Punishments, teprimands, fear or loss of job are


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methods where people work in fear, on the other

hand, positive motivation, sometimes called 'anxiety'

reducing motivation or the 'Correct approach" offer

something valuable to the person (pay, praise

appreciation, etc.) for acceptab.1e performance.

Motivation can be classified, as internal and external

motivation also.

Motives for Work:

Why do people work? It is a fundamental question

to be answered before preparing any plan for

motivation. It is the intensity of human wants which

motivates people to work. Employee motivation gets

support and nourishment from the satisfaction of

human wants. To increase individual work

effectiveness motivation aims at providing all sorts of

stimulus and incentive to employees at work or at

home. As incentives increase the intensity and

duration of human efforts, motivation seeks to bring

into operation the full play of such incentives.

Incentives may be either economic or non-econon1ic.

Hawthorne experiments have demonstrated that non-

economic incentives are more impressive than

financial incentives.


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organizational and individual goals in an economic

and efficient manner, motivation is an important tool

in the hands of management to direct die behaviour of

subordinates in the desired and appropriate direction

and thus minimize the waste of human and other

resources.

The importance of motivation in an organization

can be summed up as follows:

1. High Performance Level: Motivated employees put

higher performance as compared to other employees.

The high performance is a must for an organization

and motivation is a vital requirement for high

performance. A number of researches have proved the

relationship between high performance and high

motivation.

2. Low Employee Turnover and Absenteeism: A

motivated employee says in the organization more and

their absenteeism is quite low. High turnover and

absenteeism create many problems in theorganization. Recruiting training and development of

large number of new personnel does not take long

time but it is extensive too. In a competitive economy,

this is almost an impossible task. Moreover, this also

affects the reputation of the firm adversely. Motivation

brings these rates lower.


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3. Acceptance of Organizational Changes: the changes

in organization are an usual phenomenon due to

various reasons such as changes in technology, value

system, etc. Organization has to cope with these

changes with the requirement of time. When the

changes are introduced in the organization there is a

tendency to resist them by the employees. However, if

they are properly motivated they accept those changes

with zeal and enthusiasm and support in their proper

implementation too.

Techniques or Methods for Motivation

Since human motives governing human behaviour and

attitude towards work, "management can employ a

variety of techniques to motivate his staff. Some

important techniques are as follows:

1.Monetary Techniques: These techniques are basedon this popular belief that a man work for money.

Hence, an attraction of getting more money will

prove to be the most powerful motivator. Incentives

like more pay (through various premium plans),

fringe, benefits, security of tenure, conditions of

service, etc. are some examples of the monetary

techniques motivation.


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to him. "Motivation is not wholly, nor even

primarily, an individual variable. Certainly its force

and direction are functions of the social situation in

which it arises and is exercised. "Hence,

management should foster group consciousness and

cohesiveness among individual, employees by laying

down general norms and guideline of work for the

group as a whole.

6.Sensitivity Training: This is a technique of traininggiven to group of managers (known as T-groups)

themselves so that they behave with and motivate

their subordinates better. The sensitivity training is

impaled to make the managers understand

themselves better, becoming more open minded,developing insight into group process, and

cultivating a systematic approach towards the

problem of motivation. A manager thus trained is

supposed to be more consistently able and willing to

Communicate with his subordinates and inspire

them to contribute their best to the common goals

and objectives.


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Precautions in Motivation

Though motivation is an important task of

management, but it is a part of process ofmanagement. It should not be over looked by the

management. Management should have a balanced

approach in this respect. Further, there cannot be a

single source of motivation, a system of motivation is

required a co-ordinate set of incentives, positive as

well as negative, available for selective application to

elicit the best efforts of individuals. Hence, a co-

ordinated approach is required in this direction. The

primary task of a manager is that of maintaining an

organization that functions effectively. To do so he

must see that his subordinates work efficiently andproduce results that is beneficial to the organization.

Organizational goals can never attain without

subordinate's willingness to put their best efforts.

Here arises the problem of motivation. The capacity to

work. Work is two different things. A man can be

physically, mentally and technically fit to work but he

may not be willing to work at all. Hence, the need of

motivation, as the art of management is concerned

with getting the thing done through and with the

people: motivation is an essential part of the process

of management. Modern management theory


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recognizes that employees should be treated in a fair

way and they should feel that they are being treated so.

The right atmosphere should result in co-operation

that maximum production. There should be positive

motivation throughout the organization.

Method of Motivation

Motivating the employees is a complex problem. It

cannot be achieved simply by installing an incentive

wage system or doing any other thing. Individual

needs, group norms, social satisfactions, informal

leadership, status and other SOCIO- psychological

factors all are important. Thus, motivation is a highly

complex problem involving the independence .of many

factors. An executive needs to know the three

fundamental bases for attacking the problem of

motivation:

(i) individual characteristics(ii) job characteristics and(iii)environmental characteristics

The chart on next page given gives a snapshot

view of the various types of incentives which motivate

the subordinates.

Thus, as the chart shows that motivation is a

function not merely of monetary compensation but is


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related to certain non monetary factors also. As a

matter of fact, motivation is more a psychological

problem than a financial or managerial one. It is

impossible to understand and administer motivation

without considering what people want and expect

from their jobs. Hence, the study of needs, aspiration

and individual motives behind the work is very

important. Undoubtedly, financial incentives can

provide the necessary encouragement for employees

to work harder, but social and psychological factors

also play a vital and more important sometimes role in

the process of motivation.

IMPORTANT ELEMENTS OF A SOUND

MOTIVATIONAL SYSTEM

A critical analysis of the various motivational

models reveals that there is wide scope of variability in

the factors of motivation: As such management will be

in dilemma as to how to motivate their employees toget best results. Moreover, these models have been

given by foreign contributory which are more

applicable to their industrial system. In India, because

of different social-economic conditions, those models

are applicable with certain reservations. Thus, while

adopting a motivational model, some important


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considerations should be kept in mind. These can be

summarized as follows:

1.Adequate Motivation: The motivation system shouldbe adequate covering the entire human force in the

organization and it should cover entire activities of

the working force. Sometimes, the presence of a

motivational factor fails to produce any effective

result, particularly when its amount is too small. In

such a case, its energetic force should be increased

so that. It motivates strongly.

2.Analysis of Motives: A good motivation system alsoattempts at analyzing the factors which motivate the

employees in the prevailing organizational

environment. Study of the various needs of the

employees, degree of intensity and the prospective

consequences of satisfying them or continuing them

dissatisfied on output should be conducted.

3.Simplicity in Motivational System: The systemshould be simple both in terms of its understanding

by the employees and its applicability in the

organization. Employees efforts are directed to goal

only when they perceive that a particular goal exists

and this requires a particular type of efforts. The

system should be simple to be adopted by the

organization at various levels.


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4.Uneven Motivation: In the organization all theemployees are not of same type. They differ in

education, attitude, ambition, etc. Thus more

educated, ambitious persons can be motivated up to

very high level while others cannot be. If such

employees are motivated beyond a certain limit, this

may create frustration in them as overloaded or

unachievable goals create frustration.

CONCLUSION

5.Hindustan Zinc Ltd. has done a remarkable Job inEmployee Satisfaction as per my research. During

my Survey, there were an impressive number of

Positive responses to my three areas of my

research i.e.

6.1- Working Environment7.2- Incentives and compensation8.3- Motivation9.There were a Minimal number of Negative

responses or otherwise satisfaction was imminent

in both areas. During my study I had an indication

of employee satisfaction and an urge for better but

overall in the three areas of research; it was


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HINDUSTAN ZINC LIMITED ZAWAR MINESS

THE EMPLOYEE SATISFACTION QUESTIONNAIRE

Employee Name :

Employee Number :

Designation :

Department :

Date of Joining & Category :

Present Category :

1. Is your working environment safe?

(A) Yes (B) No (C) Needs Improvement

2. Your working conditional is?

(A) Good (B) Bad (C) Needs Improvement

3. Are you satisfied with the existing incentive scheme?

(A) Yes (B) No (C) Not enough

4. Are more Incentives motivation to your work?

(A) Yes (B) No (C) Some times

5. Up to what level you are satisfied with your existing

working of the job?

(A) Satisfied (B) Not Satisfied (C) Needs

Improvement


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6. Are you satisfied with the career planning of the

organization?

(A) Yes (B) No (C) I don't know

7. Does your work affect your health?

(A) Yes (B) No (C) Not very much

8. Is the working environment of your job?

(A) Most favourable (B) Favourable (C)

Unfavourable

(D) Needs Improvement

9. Are you satisfied with the salary for the work

assigned to you?

(A) Satisfied (B) Not satisfied (C) partially

satisfied

10. Should company provide canteen facility?

(A) Yes (B) No (C) Not necessary

11. Should the company offer L.T.C.?

(A) Yes (B) No (C) if necessary

12. Is your pension plan satisfactory?

(A) Yes (B) No (C) Not aware

13. Your experience working with the company?

(A) Good (B) Bad (C) Moderate


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14. Are you a happy employee? / Do you enjoy you

work very much?

(A) Yes (B) No (C) Not very happy


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BIBLIOGRAPHY

Mathis and Jackson: Personal

Contemporary Perspectives and

Application

Philip Kilter Keller: Human Resources Management

K.K. Abuja: Personnel Management

C.R. Kothari: Research methodology

K. Aswathapa: Human Resources Management

T. N. Chabara Human Resources Management

Project Report 2011-12

Documents

Transcript of Project Report 2011-12