PROJECT ON

EMPLOYEES
SATISFACTION
AND QUALITY OF LIFE
OF
TATA STEEL , JODA
EAST
 PREFACE
The human resource of an organization constitutes its
entire workforce. Human resource management(HRM) is
responsible for selecting and inducting competent people, training
them, facilitating and motivating them to perform at high levels
of efficiency, and providing mechanisms to ensure that they
maintain their affiliation with the organization.
 The objective of this project is to find out how much the
employees are satisfied and what is their quality of life. How the
Tata steel company(TSL) applies the human resource functions in
the organization and out the organization. In this project I make the
survey on the employees of various departments of Tata steel, joda
east.

The project report is divided in various sections like introduction

of the company ,topic introduction ,survey report and conclusion.

Siddharth
Das

ACKNOWLEDGEMENT
I would like to express my sincere thanks to my gurus
,who guides me in all steps of life and motivates me in my journey
of life to be successful .I would like to thank my parents ,without
whom we would not have been what we are today .I would like to
thank NIILM School of Business for giving me permission to do my
summer internship project at Tata steel ,which is a very big
organization. I would like to thank all those officers of Tata steel,
joda east who help me in making of the project report and last but
not the least I would like to thank the Head HR/IR Mr.M.Z.M
Ansari ,who allowed me to do summer internship project under his
concideration.

Siddharth Das

CONTENTS
Introduction to Human Resource
Introduction to Industrial Relation
Introduction to Tata steel company
Company overview
Human ResourceManagement in TSL
Introduction to Employee Satisfaction
Introduction to Quality of Life
Maslow’s motivation theory

Questionnaire Project report

Suggestion
Conclusion
INTRODUCTION TO HUMAN
RESOURCE
Human resources are on major factors of
production. It is human asset, which convert the various
resources in to the production resources. It has immense
potentialities and it only human resources, which appreciate
with time whereas all other resources undergo the process of
depreciation. Success of an organization mainly depends on the
quality of manpower and its performance.
In early days human resource was not taken as an
important factor of production. Human begin was simple
treated as log in the movement increasing emphasis has been
given to the worker as a whole man. The need of vast
manpower and their importance was realized by some of the
progressive entrepreneurs. The emergence of Trade Union and
their gradual collective power forced some entrepreneurs to
give some district feature of human side by production. The
first among the entrepreneurs who had contributed in the
development of human side of production was Robert Owen,
and English Humanist. He took a genuine interest in the welfare
of the workers. But this magnetite was not supported by a
major chunk of entrepreneurs.
A number of social scientist advocated their valuable
theories towards the beginning of the 20th century. Abraham
Maslow gave his “Hierarchy of needs” theory. Mc Clelland’s
Afflation- Achievement theory is well accepted too. Christ
Argyris theory of “four system of Management” is also a
milestone in the development of human factor in the
production process.
But the most important in this field was that of Elton
Mayo’s Human Relation Approach. The great “Hawthorne Study
“by Elton Mayo’s and colleagues, revealed that the
effectiveness of any organization depends upon the quality of
the relationship among the personnel and social needs of
employees are very important and that concentration by
management exclusively on productivity, material and
environmental issue will to be a self-defecting aim.
Hence the management must give more emphasis on
the human side and their proper utilization. This then remains
the cardinal objective of the human relations function to
discover newer ways of understanding man and to motive him
to higher standard of workmanship. Many new experiments
such as study of his state university of Michigan etc have
developed the branch of Management beyond margin.
Today an organization having a good inventory of
human resources and a dynamic personnel department is
prospective one. So the technique and functions of personnel
management have now come closely integrated with the
overall organization strategies n search of excellence.

OBJECTIVES OF HRM.
The following are main objectives of the study
• To require the overall idea about the organization.
• Helping the skills and abilities of the workers efficiency.
• Providing the organization with well trained and well-
motivated employees.
 • Increasing to the fullest the employees’ job satisfaction
and self actualization.
• Developing and maintaining a quality of work life that
makes employment in the organization desirable.
• Communicating of HRM policies to all employees.
• Helping to maintain ethical policies and socially
responsible behavior.
• Managing change to mutual advantage of individuals
groups, the enterprise and public.
• To verify how far as the personnel practices methods are
effective in meeting the objective lay down by the
enterprises.
• To study how the interacting agent i.e. managers,
supervisors and workers are identifying themselves with
the program objectives.
• To examine whether the managers, supervisors and
workers are satisfied with the present system of
personnel practices in the organization.

PURPOSE OF STUDY:
As there is saying, practice makes a man perfect and
the knowledge. This does not deal with the practical
application, is said to be unscientific and unsystematic. More
over the branch of management, which deals with the most
critical and important factor of production, requires not only
theoretic background but also some practical experience to
have some knowledge on day-to-day problem solving.
INTRODUCTION OF INDUSTRIAL
RELATION:
“Industrial Relations” poses one of the most delicate and
complex problems to modern industrial society. With growing
prosperity and rising wages, workers have achieved a higher
standard of living .They have acquired, education,
sophistication and greater, mobility career patterns have
changed., for larger section of the people have been hanged.,
for higher section of people have been constrained to leave
their firms to become wage earners and salary earners in urban
areas under trying conditions of work. Ignorant and drenched in
poverty, vast masses of men, women and children have
migrated to few urban ares.The organization in which they are
employed have ceased to be individually owned and have
become corporate enterprises. At the same time however,
progressive status dominated secondly group-oriented aspirant
and sophisticated class of workers has come in being, who have
own trade unions and who have thus gained a bargaining
power which enables them to give a taught fight to their
employers to establish their rights in growing industrial society.
As a result the Government has stepped in and plays an
important role in establishing harmonious industrial relations,
partly because it has itself become employer of millions of
industrial worker but mainly because it has enacted a vast body
of legislation to ensure that the rights of industrial workers in
private enterprise are suitable safe guarded. Besides rapid
changes have taken place in techniques and method of
production. Long established jobs have disappeared and new
employment opportunities have been created which call for
different patterns of experience and technical education.
Labour employer relations have therefore become more
complex than they were in past, and have been a sharp edge
because of widespread labour unrest.
It is obvious from these facts that industrial relations
don’t function in vacuum but are multidimensional in nature;
they are conditioned by two sets of determinants industrial
factors and economic factors.
Under institutional factors Dr.V.B.Singh includes such
matters as state policy, labour legislation, labourers and
employers organizations and social institution, attitudes to
work, systems of the power and status motivation and
influence, the system of Industrial Relations etc.

Under economic factors are included economic

organizations, capital structure, including technology, the
nature and composition of the labour force and the sources of
supply and demand in the labour market.

OBJECTIVES OF INDUSTRIAL RELATION:

The primary objectives of bringing about good and
healthy relations between employers and employees,
industrial relation are designed:
• To safeguard the interests of labour and management by
securing the highest level of mutual understanding and
goodwill among those sections in the industry which
participate in the process of production.
• To avoid industrial conflict or strike and develop
harmonious relations, which are essential factor in the
productivity of workers and the industrial progress of a
country.
• To raise productivity to a higher level in an area of full
employment by lessening the tendency to high turn over
and frequent absenteeism.
• To establish the growth of an industrial Democracy based
on labour partnership in the sharing of profits and of
managerial decision.
• To eliminate, as far as possible and practicable,
strikes,lockouts and gheraos by providing reasonable
wages, improved living and working conditions.
• To establish Government control of plants and units as are
running at a loss or in which production has to be
regulated in the public interest.
In other words, the objectives of industrial relations are to
facilitate production, to safeguard the rights and interests
of both labour and management by enlisting the co-
 operation of both to achieve a sound, harmonious and
mutually beneficial relationship between employer and
employees.

PURPOSE OF THE STUDY:

Gathering information and theoretical knowledge is a
part of study. It become complete when added with practical
knowledge as the noted truth comes to sight. Hence one
becomes more efficient and effective when a flavor of practical
out look is added to the bosky mind. As the study has got wide
relevance is formulating valid information about the
organization, it helps in getting a critical look in to the
personnel practices of the organization. Organizational
behavior employer employee relationship and the working
environment of the organization in relation to theoretical
knowledge. It gives a previous idea about the job and working
environment to the future decision- making how to perform by
assigned job successfully and tact fully.

OBJECTIVES OF THE STUDY:

This study program has got the following objectives:
• To gain an overall idea about the organization.
• To get practical knowledge in the areas of personnel
management and
Industrial relations.
• To study the composition of employer and employee
relation existing in
the organization.
 • To know the facilities provided to the employees as well
as the public by
the organization.
• To study the statutory and non-statutory welfare
practices adopted by
organization.
• The study of the HRD practices training and
development performance
appraisal schemes adopted by the organization.
• To study organizational culture and style.

INTRODUCTION TO TATA
STEEL
Tata steel begins its journey from the small own jamshedpur
in Jharkhand .Where every child grows up to a dream and to a reality
both leading to one organization .An organization which defined the
lives of the people of this small township .One power ,one force –The
dream of one man which shapes the realities of millions world over
today .Tata steel is one of the oldest and most successful organization
and celebrates the true spirit of steel with Tata steel limited.

Backed by 100 glorious years of experience in steel

making ,Tata Steel is the world’s 6th largest steel company with an
existing annual crude steel production capacity of 30 Million Tones Per
Annum (MTPA). Established in 1907, it is the first integrated steel
plant in Asia and is now the world`s second most geographically
diversified steel producer and a Fortune 500 Company.
 The reasons for picking TSL for
my internship project are simple.

It is Asia’s first and India’s largest

steel company in the private sector.
It is India’s 2nd most profitable company in private sector.
It is one of the most admired companies in terms HR practices
and sustainable growth and corporate social responsibility.

And the most important reason is that the company completes

its 100th year in
2007.

Tata Steel has a balanced global presence in over 50

developed European and fast growing Asian markets, with
manufacturing units in 26 countries.
It was the vision of the founder; Jamsetji Nusserwanji Tata.,
that on 27th February, 1908, the first stake was driven into the soil
of Sakchi. His vision helped Tata Steel overcome several periods of
adversity and strive to improve against all odds. Tata Steel`s
Jamshedpur (India) Works has a crude steel production capacity of 6.8
MTPA which is slated to increase to 10 MTPA by 2010. The Company
also has proposed three Greenfield steel projects in the states of
Jharkhand, Orissa and Chhattisgarh in India with additional capacity of
23 MTPA and a Greenfield project in Vietnam.
Through investments in Corus, Millennium Steel (renamed Tata
Steel Thailand) and NatSteel Holdings, Singapore, Tata Steel has
created a manufacturing and marketing network in Europe, South East
Asia and the pacific-rim countries. Corus, which manufactured over 20
MTPA of steel in 2008, has operations in the UK, the Netherlands,
Germany, France, Norway and Belgium.
Tata Steel Thailand is the largest producer of long steel
products in Thailand, with a manufacturing capacity of 1.7 MTPA. Tata
Steel has proposed a 0.5 MTPA mini blast furnace project in Thailand.
NatSteel Holdings produces about 2 MTPA of steel products across its
regional operations in seven countries. Tata Steel, through its joint
venture with Tata BlueScope Steel Limited, has also entered the steel
building and construction applications market.

The iron ore mines and collieries in India give the Company a
distinct advantage in raw material sourcing. Tata Steel is also striving
towards raw materials security through joint ventures in Thailand,
Australia, Mozambique, Ivory Coast (West Africa) and Oman. Tata
Steel has signed an agreement with Steel Authority of India Limited to
establish a 50:50 joint venture company for coal mining in India. Also,
Tata Steel has bought 19.9% stake in New Millennium Capital
Corporation, Canada for iron ore mining.
Exploration of opportunities in titanium dioxide business in Tamil
Nadu, Ferro- chrome plant in South Africa and setting up of a deep-
sea port in coastal Orissa are integral to the Growth and Globalization
objective of Tata Steel.
Tata Steel’s vision is to be the global steel industry benchmark
for Value Creation and Corporate Citizenship.
 Tata Steel India is the first integrated steel company in the
world, outside Japan, to be awarded the Deming Application Prize
2008 for excellence in Total Quality Management.

The company has its own visions ,values and own

policies and those are the followings.

VISIONS
We aspire to be the global steel industry benchmark for
Value Creation and Corporate Citizenship.
We make the difference through:
• Our people, by fostering team work, nurturing talent,
enhancing leadership capability and acting with pace,
pride and passion.

• Our offer, by becoming the supplier of choice, delivering

premium products and services, and creating value with
our customers.
• Our innovative approach, by developing leading edge
solutions in technology, processes and products.
• Our conduct, by providing a safe working place,
respecting the environment, caring for our communities
and demonstrating high ethical standards.

VALUES
Trusteeship.
 Integrity
Respect for the individual
Credibility
Excellence

Some policies
QUALITY POLICY
Consistent with the group purpose, Tata Steel shall constantly
strive to improve the quality of life of the communities it serves
through excellence in all facets of its activities.

We are committed to create value for all our stakeholders by

continually improving our systems and process through innovation,
involving all our employees.
This policy shall form the basis of establishing and reviewing
the Quality Objectives and shall be communicated across the
organization. This policy will be reviewed to align with business
direction and to comply with all the requirements of the Quality
Management Standard.
Date

HUMAN RESOURCE POLICY

Tata Steel recognizes that its people are the primary source of its
competitiveness.
It is committed to equal employment opportunities for attracting
the best available talent and ensuring a cosmopolitan
workforce.
 It will pursue management practices designed to enrich the quality
of life of its employees, develop their potential and maximize their
productivity.
It will aim at ensuring transparency, fairness and equity in all its
dealing with its employees.
Tata Steel will strive continuously to foster a climate of openness,
mutual trust and teamwork.

SAFETY & OCCUPATIONAL HEATH (S & OH) POLICY

Tata Steel’s safety and occupational health responsibilities and
driven by our commitment to ensure zero harm to people we work
with and society at large and integral to the way we do business.

1. Our fundamentals belief is that all injuries can be prevented. This

responsibility starts with each one of us.

We will identify, assess and manage our S&O Hazard/risks.

We will regularly monitor, review the progress and report.

We will ensure WILL and SKILL buildup among employees/

contractor partners to demonstrate their involvement,
responsibility and accountability to achieve sound S & OH
performance.

2. We are committed to continual improvement in our S & OH

performance.

We will set objectives – targets, develop, implement and

maintain management standards and systems, and go beyond
compliance of the relevant industry standards, legal and other
 requirements.

3. We will truly succeed when we achieve our Safety and

Occupational Health goals and are valued by the communities in
which we work.

SAFETY PRINCIPLE
Safety is line management responsibility.
All injuries can be prevented.
Felt concern and care for the employee on “24 hours
safety” shall be demonstrated by
leaders.
Employees shall be trained to work safely.
Working safely shall be condition of employment.
Every job shall be assessed for the risk involved and
shall be carried out as per authorized
procedures/ checklist/ necessary work permit
and using necessary personal protective equipment.

ENVIRONMENTAL POLICY
1. Tata Steel environmental responsibility are driven by our
commitment to preservation the environment and are integral to the
way we do business.
We are committed to the efficient use of natural resources and
energy; reducing and preventing pollution; promoting waste
avoidance and recycling measures and product stewardship.

We will identify, assess and mange our environmental

impact..
 We will regularly monitor review and report publicity our
environmental performance.

We shall develop & rehabilitates abandoned sites through a

forestation and landscaping and shall protect & preserve the
biodiversity in the areas of our operations.

Well will enhance awareness, skill and competence of our

employee and contactors so as to enable them to
demonstrate their involvement, responsibility and
accountability for sound environmental performance.

2.We are committed to continual improvement in our environmental

performance.

e will set objectives targets, develop, implement and maintain

management standards and system, and go beyond compliance of
the relevant industry standards legal and other requirements.

3.We will truly succeed when we sustain our environmental

achievement and are valued by the communities in which we work.

CORPORATE SOCIAL RESPONSIBILITY POLICY

Tata Steel believes that the primary purpose of the
business is to improve the quality of life of people.
Tata Steel will volunteer its resources to the extent it
can reasonable afford, to sustain and improve healthy and
prosperous environment and to improve the quality of life of the
people of the area in which it operates.
Before we discuss at length about the company, we would lie
to throw some light on the Tata Group of companies in couple
of years back.

The Tata Group

139 years old Strong brand equity
Group Revenue US $ 30.0 Billion
Total Sales 3.2% of India’s GDP
 International Income 38% of Group revenue
India’s largest employer Over 289,500 employees
in private sector.
TSL is one of the first ventures of Tata Group but it has
many other successful companies under its umbrella. Some of
the notable Tata concerns are below.
Engineering’s Materials

Energy Chemicals

Consumer products Services

Communication And Information System

Tata Motors Leading auto company in India in

terms of revenues.
Tata Tea Largest integrated tea company in
India.
Tata Power Largest power generating supplier in
the private sector in India.

Tata Chemicals One of the worlds largest producers of

synthetic soda ash.
Taj Largest hotel chain in India.
TCS Asia’s leading software services provider
and the first Indian software firm
to extend sales of US $ 1000
Million.
 Tata Communication Leading ILD telecommunication service
provider in India.

Tata Steel Ltd. An

Overview
Established in 1907 by Jamsetji Nusserwanji Tata in
Jamshedpur.
Formerly known as Tata Iron and Steel Company Limited
(TISCO).30 million tones per annum of crude steel production
capacity. With CORUS acquisition ,TSL is worlds 6th largest steel
producer .Ranked ‘Best Steel Maker’ by World Steel Dynamics in
2006,2005 and 2001.Ranked 315th on Fortune Global 500 (post
the Corusacquisition)2007.82,700 employees .Listen to BSE and
NSE .Headquartered in Jamshedpur ,Jharkhand and registered
office in Mumbai.
Some major national steel producers or competitors are follows.
ISPAT
JSW
ESSAR
BHUSHAN
SAIL

Some global competitors

POSCO
MITTAL
ARCELOR

Comparison between Indian leading players.

Players TATA SAIL JSW ESSAR
Year of 1907 1954 2003(1984) 1975
establishment
Construction Rods Cold rolled sheets
Cold rolled shee
bars and coils and coils

Products Hot rolled Pipes Hot rolled sheets

Hot rolled sheet
shets and coils and coils and coils

Cold rolled Cold rolled Galvanized

sheets and coils
sheets and coils sheets and coils
 Wires and tubes
Hot rolled sheets
Galvanized Iron ore pellets
and coils sheets and coils

Production
in million 3.8 9.15 3.5 3.3
tones
Percentage of 9 22 8 8
Production(%)
(The numerical data’s might be wrong)

The respective market share of the major Indian players shown

below.

SAIL = 22%
TATA STEEL = 9%
RINL = 7%
ESSAR = 8%
ISPAT = 6%
JSWL = 8%
Tata steel products name
Tata Shaktee GC sheet
Tata Steelium
Tata TISCON
Tata pipes
Tata AGRICO
Tata Wiron
Tata Bearings

Sales and Distribution

Approximately 91% of all saleable steel from TSL are to

the Indian market .The company has a strong sales and
distribution channel as shown below.

Direct
supply chain

25
consignment
s agencies
21
stockyards
Wide network of
distributers and
retailers

15 external
processing
agents

Comparison of Total Income and Total Expenditure.

Tata Steel Income Tata Steel
Expenditure
2003 = 9956.24 2003 =
8958.96
2004 = 12238.63 2004 =
10572.72
2005 = 16203.61 2005 =
13019
2006 = 17496.48 2006 =
14095.01
2007 = 20344.09 2007 =
16204.41
2008 = 23184.26 2008 =
18535.96

Here we see that the sales of TSL has been increasing

over the years which is a good sign for the company.

Percentage growth of total income

2003 = 28.45750
2004 = 22.92422
2005 = 32.39725
2006 = 7.97890
2007 = 16.27533
2008 = 13.96066

Tata steel India becomes the first integrated

steel company in the world, outside Japan, to be awarded
the Diming Applicationprize for excellence in Total
Quality Management for the year 2008.
Human Resource
Management
Tata steel recognizes that its people are the
primary source of its competitiveness and is committed to
equal employment opportunities for attracting the best
available talent and ensuring a cosmopolitan workforce.

TSL aims to pursue management practices

designed to enrich the quality of life of its employees,
develop their potentials and maximize their productivity. It
also aims at ensuring transparency , fairness and equity in all
its dealing with its employees.

TSL has been in pioneer in its HR policy over the

years with the basic underlying principle of sharing and
caring and a sense of belonging amongst all employees who
are considered to be a part of TSL family.

The company has been known as a leader in

introducing various HR practices and setting benchmarks in
the global as well as Indian industry .Some of these
initiatives include.
 1920 Tata steel introduced initiatives like leave with
pay 1952).And Workman’s Accident Compensation Scheme
(enforced by law in 1924).

Tata steel introduced eight(8) hour working time in 1912,

much before such a system was implemented by law even
in most western countries.
Free medical aid was introduced in 1915 (enforced by law
in 1948).
Maternity benefits were introduced by Tata steel in 1928
(implemented by law in 1946)
Profit sharing bonus was granted for the first time in India
by Tata steel as early as in 1934 (enforced by law in
1965).
A scheme of retiring gratuity was introduced by Tata steel
in 1937 (enforced by law in1972).
Tejaswini, launched in 2003, is a woman empowerment
program– the first of its kind – that trains woman to take
up unconventional jobs in the steel works.
 Shabash A weekly scheme launched in 2002 – offers
instant rewards and recognition to employees for
exemplary behavior.
Some of these initiatives which were introduced way
before enforced are tabulated below.

Initiatives TSL Governme

nt

8 hour working day. 1912 Not known(but not

implemented even
in western
countries at that
time).
Free Medical Aid.
1915 1948

Leave With Pay.

1920 1948

Workers Provident
Fund Scheme. 1920 1952
Workman’s
Accident
1920 1924
Compensation.

Maternity benefits.
1928 1946

Profit Sharing
Bonus. 1934 1965

Retiring Gratuity. 1937 1972

Sub Department Human Resources Policy

Recruitment :
Campus recruitment
Tata steel management trainee program.
One year development program.
Employee survey

Leadership Development :
 Formal programs ,coaching and on the job training.
Leadership appreciation process and subsequently conduct
‘Development Centers’.
IL2 , IL3

Training and Development :

e-learning facilities available on the companies internet
which facilitated by computer literacy training.
Computer based training packages and multimedia
training materials.
Safety training received special attention based on the
DuPont guidelines identification of skill gaps ,there is a
plan in place to introduce a technical competency
assessment system.
Faculty support.
Up skilling employees through process based ,on the job
training and diploma courses through premium
engineering institutes.
Direct learning strengthening the leadership pipeline coupled
with emerging needs of growth projects across
geographies.

Industrial Relations :
the welfare of the laboring class must be one of the first
cares of the employer. –(Sir Dorab Tata)
 IL6 formed in 2008
Only one recognized Union – INTUC
Affiliation of employees to these unions has been on a
constant decline over the years and stood at……………..in the
year 2008.
A market based benchmarking of compensation is
undertaken.
Inclusive growth – sports days,social events ,contents for
children , education opportunities ,celebrating festivals
together.
Joda East Iron Mines, Processing Plant

Introduction to Employee
Satisfaction
Employee satisfaction is a measure of how happy workers are
with their job and working environment. Keeping morale high
among workers can be of tremendous benefit to any company,
as happy workers will be more likely to produce more, take
fewer days off, and stay loyal to the company. There are many
factors in improving or maintaining high employee satisfaction,
which wise employers would do well to implement.
To measure employee satisfaction ,many companies will have
mandatory surveys or face-to-face meetings with employees to
gain information. Both of these tactics have pros and con and
should be chosen carefully. Surveys are often anonymous,
allowing workers more freedom to be honest without fear of
repercussion. Interviews with company management can feel
intimidating, but if done correctly can let the worker know that
their voice has been heard and their concerns addressed by
those in charge. Surveys and meetings can truly get to the
center of the data surrounding employee satisfaction, and can
be great tools to identify specific problems leading to lowered
morale.

Many experts believe that one of the best ways to maintain

employee satisfaction is to make workers feel like part of a
family or team. Holding office events, such as parties or group
outings, can help build close bonds among workers. Many
companies also participate in team-building retreats that are
designed to have found success. strengthen the working
relationship of the employees in a non-work related setting.
Camping trips, backpacking wars and guide backpacking trips
are versions of this type of team-building strategy, with which
many employershave found success.

Of course, few workers will not experience a boost in morale

after receiving more money. Raises and bonuses can seriously
affect employee satisfaction, and should be given when
possible. Yet money cannot solve all morale issues, and if a
company with widespread problems for workers cannot improve
their overall environment, a bonus may be quickly forgotten as
the daily stress of an unpleasant job continues to mount.
If possible, provide amenities to your workers to improve
morale. Make certain they have a comfortable, clean break
room with basic necessities such as running water. Keep
facilities such as bathrooms clean and stocked with supplies.
While an air of professionalism is necessary for most
businesses, allowing workers to keep family photos or small
trinkets on their desk can make them feel more comfortable
and nested at their workstation. Basic considerations like these
can improve employee satisfaction, as workers will feel well
cared for by their employers.

The backbone of employee satisfaction is respect for workers

and the job they perform. In every interaction with
management, employees should be treated with courtesy and
interest. An easy avenue for employees to discuss problems
with upper management should be maintained and carefully
monitored. Even if management cannot meet all the demands
of employees, showing workers that they are being heard and
putting honest dedication into compromising will often help to
improve morale.

Employee satisfaction surveys help employers measure and

understand their employees' attitude, opinions, motivation, and
satisfaction. Employee satisfaction is the terminology used to
describe whether employees are happy and contented and
fulfilling their desires and needs at work. Employee
satisfaction is often measured by anonymous surveys
administered periodically that gauge employee satisfaction in
areas such as management and teamwork.
Introduction to Quality of
Life
What is "Quality of Life"? What does it denote? What
parameters/attributes can be used to measure QOL? QOL is
increasingly referred to in evaluating urban and rural areas, and in
several other situations. Some definitions, models and more ...

The best way of approaching quality of life measurement is to

measure the extent to which people's ‘happiness requirements’ are
met – that is those requirements which are a necessary (although
not sufficient) condition of anyone's happiness - those 'without
which no member of the human race can be happy.'

What is QOL? QOL may be defined as subjective well-being.

Recognizing the subjectivity of QOL is a key to understanding this
construct. QOL reflects the difference, the gap, between the hopes
and expectations of a person and their present experience. Human
adaptation is such that life expectations are usually adjusted so as
to lie within the realm of what the individual perceives to be
possible. This enables people who have difficult life circumstances
to maintain a reasonable QOL.

Our definition of quality of life is: The degree to which a person

enjoys the important possibilities of his/her life. Possibilities result
from the opportunities and limitations each person has in his/her
life and reflect the interaction of personal and environmental
factors. Enjoyment has two components: the experience of
satisfaction and the possession or achievement of some
characteristic.

Quality of Life from the view point of TSL.

Improvement in QOL
1. Development of a model traditional rehabilitation colony in
consultation with villagers.
2. Rehabilitation colony will have facilities for education, health and
hygiene, water, electrification, playground and community centre.
3. Tree plantation in the rehabilitation colony.
4. Facilitation of construction of temporary shelter within the
allowance.
5. Facilitation of construction of the permanent house with the
house building assistance.

Building a better Quality of life has always been the purpose of TSL
enterprise.
Tata steel believes that the primary purpose of a business is to
improve the quality of life of people.
Tata steel will volunteer its resources, to the extent it can
reasonably afford, to sustain and improve a healthy and prosperous
environment and to improve the quality of life of the people in the
areas in which it operates.

Relation Between Employee Satisfaction

and Motivation
Satisfaction leads to motivation .This statement could
easily understand
by the following theory of Abraham Maslow.

Ma
Maslow's Hierarchy of Needs
If motivation is driven by the existence of unsatisfied needs,
then it is worthwhile for a manager to understand which needs
are the more important for individual employees. In this regard,
Abraham Maslow developed a model in which basic, low-level
needs such as physiological requirements and safety must be
satisfied before higher-level needs such as self-fulfillment are
pursued. In this hierarchical model, when a need is mostly
satisfied it no longer motivates and the next higher need takes
its place. Maslow's hierarchy of needs is shown in the following
diagram:
 Maslow's Hierarchy of Needs
Self-
Actualization

Esteem Needs

Social Needs

Safety Needs

Physiological Needs

Physiological Needs
Physiological needs are those required to sustain life, such as:
• air
• water
• nourishment
 • sleep

According to Maslow's theory, if such needs are not satisfied

then one's motivation will arise from the quest to satisfy them.
Higher needs such as social needs and esteem are not felt until
one has met the needs basic to one's bodily functioning.

Safety
Once physiological needs are met, one's attention turns to
safety and security in order to be free from the threat of
physical and emotional harm. Such needs might be fulfilled by:
• Living in a safe area
• Medical insurance
• Job security
• Financial reserves
According to Maslow's hierarchy, if a person feels that he or she
is in harm's way, higher needs will not receive much attention.

Social Needs
Once a person has met the lower level physiological and safety
needs, higher level needs become important, the first of which
are social needs. Social needs are those related to interaction
with other people and may include:
• Need for friends
• Need for belonging
• Need to give and receive love
Esteem
Once a person feels a sense of "belonging", the need to feel
important arises. Esteem needs may be classified as internal or
external. Internal esteem needs are those related to self-
esteem such as self respect and achievement. External esteem
needs are those such as social status and recognition. Some
esteem needs are:
• Self-respect
• Achievement
• Attention
• Recognition
• Reputation
Maslow later refined his model to include a level between
esteem needs and self-actualization: the need for knowledge
and aesthetics.

Self-Actualization
Self-actualization is the summit of Maslow's hierarchy of needs.
It is the quest of reaching one's full potential as a person.
Unlike lower level needs, this need is never fully satisfied; as
one grows psychologically there are always new opportunities
to continue to grow.
Self-actualized people tend to have needs such as:
• Truth
• Justice
• Wisdom
• Meaning
Self-actualized persons have frequent occurrences of peak
experiences, which are energized moments of profound
happiness and harmony. According to

Maslow, only a small percentage of the population reaches the

level of self-actualization.

Implications for Management

If Maslow's theory holds, there are some important implications
for management. There are opportunities to motivate
employees through management style, job design, company
events, and compensation packages, some examples of which
follow:
• Physiological needs: Provide lunch breaks, rest breaks,
and wages that are sufficient to purchase the essentials of
life.
• Safety Needs: Provide a safe working environment,
retirement benefits, and job security.
Social Needs: Create a sense of community via team-
based projects and social events.
• Esteem Needs: Recognize achievements to make
employees feel appreciated and valued. Offer job titles
that convey the importance of the position.
Self-Actualization: Provide employees a challenge and the
opportunity to reach their full career potential.
However, not all people are driven by the same needs - at any
time different people may be motivated by entirely different
factors. It is important to understand the needs being pursued
by each employee. To motivate an employee, the manager
must be able to recognize the needs level at which the
employee is operating, and use those needs as levers of
motivation.

A Short Introduction To TSL, Joda

Nearly 50 years old, iron ore at

Joda East Iron Mine is
extracted by mechanized open
cast mining methods in a
series of 9 meter high
benches. Equipped with a Wet
Processing Circuit and primary
and secondary crushing,
scrubbing, screening and
classification facilities, the mine is capable of producing sized
ore (-37.5mm to +10mm) and classifier fines (-10mm).

The Gomardih (State of Orissa) Dolomite Quarry under the

Joda operations is another important minerals resource.
Dolomite from the region is extracted after drilling and
blasting in a series of 4 meter high benches. The mine has
capability to crush and screen the extracted ore in to different
product ranges such as Lumps (-75mm to +40mm), Flux
(-40mm to +25mm), Chips (-25mm to +10mm) and Fines
(-10mm).
Joda is covered by big iron mountains. Some of the other steel
companies are also situated near to Joda. The availability of
raw material in a huge amount for steel and sponge iron
companies, makes the environment full of dust.
 Joda East Iron Mines(JEIM)
has the capacity of 5 million tone per month.

Questionnaire Project
Report
The project report is prepared by surveying on a good number
of employees from various departments of Tata steel ,Joda
east. Those departments are as follows.
Departments
1. V.T.C ,Joda
2. Electrical Department And Water Supply
3. Geological Department
4. Hospital
5. JCO Administration
6. Security Department
7. Civil Department
8. TSRDS (Tata Steel Rural Development Service)
9. JEIM (Joda East Iron Mines)
 10.Joda East Time Office
11.Joda East Processing Plant
12.Joda East Equipment
13.Chief,Joda
14.Khondbond Iron Mine
15.JCO land and Lease
16.JCO Estate & GR
17.HR/IR Department

Are you satisfied with the accommodation facility,

provided by the company ?
This is the first basic need of a human. Accommodation
should be situated in a good environment and should be in a
good area where one can survive easily. There are so many big
concerns who does not provide accommodation facility to their
employees, but TSL provides accommodation facility to their
employees. TSL has its own township. There employees has no
problem for accommodation in TSL, Joda east. This is the first
theory of motivation. The employees of TSL, Joda are satisfied
with the accommodation facility provided by the company.

Are you satisfied with the health care facility ?

 . Health care is one of the important factor life. TSL has its
own township, so the company provides Hospital for the
employees, with a good number of doctors for all diseases.
There are 11 doctors and 14 nurses available at Joda East. The
employees are satisfied for a certain limit, they has a complain
also and that is, the health care facility is only for small and
normal diseases, if there is a measure disease arise then there
is no arrangements for that. They have to go for other Hospitals
like District Headquarter Hospital, Keonjhar or to Tata Hospital,
Jamshedpur. Both those hospitals are nearest to Joda but those
has a long distance.

Are you feeling secure about your job ?

This is another factor of motivational theory. Feeling
secure about the increases the morale of the employee.TSL
employees are feeling secure about their jobs. The officers of
TSL are experienced and permanent.

Are you satisfied with the educational facilities

available at Joda for your children ?
Education is a most vital part of life now a days. Every
parents want to send their children to a standard school rather
than an ordinary school.All parents wants that their children
should know all the aspects that how to cope with the
competitive world. TSL provides schooling facility for the
children of the employees, but employees of TSL, Joda are not
satisfied with the schooling facility available at Joda. The
various educational institutions are,Govt.M.E School, Tata
Primary School, Joda East UP,ME School, Girls High School, Joda
High School, Hill Top Primary School, Saraswati Sishu Mandir,
Women’s College, etc. The school at Joda is an ordinary one,
and they want that the company should provide a standard
schooling facility.

Does the company provides you the standard safety

appliances ?
The first policy of TSL is safety, and we could see the
hoardingsof safety principle every where at TSL, Joda. Joda is
the mines division of TSL . The company’s management focused
its best in providing the safety appliances to the employees.
The employees of Joda, TSL are very much satisfied with the
safety appliances provided by the company.

Are you feeling safe at your work place with the

safety standards maintained at present ?
The company provides safety appliances as well as
maintains the safety standards at the work place for all
employees. In the company at every where we could find safety
instruction for employees as well as for out side people, and
employees always suggests outside people to follow the safety
standards. TSL provides positional training, it means, on the job
training Standard Operating Procedure (SOP) for safety
purposes. There is a Toxic Detected Machine, if the machine
gives a positive isolation, then employee should be
implemented. Last but not the list, safety is a man made
function.
Are you satisfied with your team members at your
work place ?
The team work exaggerates the morale of the employees
and they puts their best effort. The employees of TSL, Joda are
very much satisfied with there team members, all the
employees are co-operative with each other. All the employees
at here shares there information relating their work, divides
there work properly. They gives respect to each other and they
makes fun with each other also. All the employees are very
much co-operative with the outside people also.

Are you satisfied with the training and development

programs which are provided by the company ?
Training and development program this is one of the factor
which every employee needs at the very first time in an
organization and this is a continuous process. The employees of
TSL are not fully not satisfied with this factor. There are 20%
employees are satisfied and 80% are not. The unsatisfied
employees says that, this is not a continuous process at TSL,
Joda. Some of them complains that the training and
development programs which are provided by the company are
not enough for them.
Are you satisfied with the welfare facilities which
are provided to you at the working area ? (eg.
Canteen, AC’S ,Etc.)
The employees of Joda are satisfied with the welfare
facilities which are provided to them. Every rooms of the office
are AC(air condition) fitted, well furnished rooms with good
lighting facility, the cost of the foods in the canteen are very
low, such as,
Lunch (veg)=Rs.3
Lunch (non-veg,egg)=Rs.4
Breakfast or evening food items =0.40
paise(samosha,bara,piazi,etc)
Tea=0.40 paise
Etc..
There is no charges for accommodation, electricity and water
for employees.
TSL, Joda employees are satisfied with the welfare facilities.

Are you satisfied with your salary package ?

This is the question on which no one will give true answer.
Because every person wants more and more money than
he/she gets and that’s why everyone mustn't satisfied with their
salary packages. But when I ask the employees of TSL about
their salary package according to their performance, and
performance wise they are satisfied with the salary package.
But there are a few young employees are working there, who
are not satisfied with the salary package which they are getting.
When I ask about those unsatisfied employees to employees
who spends their long period of time in TSL said that, if
they(unsatisfied employees) are not satisfied, then why do they
working at here. They must work at there where they gets the
right salary according to there performance and should leave
TSL.

Does the company co-operates and helps you at any

emergency time ?
TSL co-operates with there employees in an emergency
time. All the employees are very much satisfied with the
emergency helping facility. The facilities are like, if one of the
employees family member or the employee itself suddenly
suffers from a measure disease, company helps them by
providing sufficient money.

Do you get recognition for your individual/group

performance ?
Near about 85% TSL employees of the survey gets
recognition for their individual/group performance. The rest
employees don’t get any recognition because they are new.
This is another motivational factor which motivates the
employees to give their best again and again towards the
company.
Are you associated with any social activity ?If yes
then, what is that ?
There are a less number of employees who are associated
with any social activity, near about 30% of employees are
associated. Some are associated with temple committee, and
organizes festivals. Some are associated with the community
centre and organizes occasional festivals (new year parties),etc.

Are you maintaining your family comfortably with the

salary you have ?
All the employees of survey said yes on this question,
because company fulfills all the needs of employees, starting
from well facilitate accommodation, provides grocery items
through store with less price than market, medicines from
company’s hospital, etc. On for the rest items the employees
have to spent as per the need.

Which one you possess in life style?

This question reflects the quality of life of the employees of
TSL, Joda. Above 90% of employees has their own house, own
car, own AC’s, own computer/laptop, and all those necessary
items which are needed in today’s life style. The rest of
employees has their own house.
How much you spent and how much you save in a
month?
All the employees spent above Rs.5000 and saves
according to their capacity starting from Rs1000 to Rs10,000.

Which you prefer most in your life style ?

On this question the employees has a mixed reaction.
Some gives much attention to value, in case of doctors and
some higher post employees. Some gives much attention to
money. But the number of employees is more, who prefers to
both money and value.

Do you think that the company will provide some

more facilitates, if yes then, what should be those ?
The employees of TSL, Joda of the survey suggested that
the company should provide a better schooling facility for their
children. They complains that, if the JSWL could provide a
standard schooling facility for their employees children, then
why shouldn’t our company also. Some said that the health care
facility could be more better. And the company should focus
more on training and development process.
Does the recent economic crisis affects you any
way ?If yes then how?
The recent economic crisis doesn’t affects the TSL, Joda
employees, even if the company gives increment to all
employees, where other companies fired their employees in the
past recession time. This step of company motivates the
employees. And gave them an assurance that when ever there
is a problem, company is always behind you.

Did you participate in the recent election

procedure ?If yes then how?
We all must remember about the ad-campaign of Tata tea
that Jaago re, and there message is please give your vote. But
at this company of TSL there are a lot of employees, who has
no voter ID of local and because of that they are not able to
gave their vote in this years Lok Sabha’s election.

Are you happy with the followings ?

social climate
political climate
economical climate
industrial climate
Most of the employees are happy with the above factors.
The following statistical analysis shows how much the
employees are satisfied with the company according to
questionnaire survey.

TSL, Joda East provides some other facilities to employees and

local people. Those are
Gym-for local people and separated one for TSL employees.
Two community centers where swimming pool, billiards to
play and some other facilities are also available.
Bus to railway station for employees and their family
members.
Shabashi bonanza
TPM circle competition in division level, state level, national
level(individual performance , group performance).
There is a suggestion giving facility also available. In this
procedure any employee could give suggestion related to
their work. There are three stage of process of that
suggestion, reject, on hold, accept. If the suggestion is
accepted and implemented, then the suggestion giver will
be rewarded from Rs.250-2,50,000. The suggestion could
be given by a group of 4 people or by individual.
Time to time company provides health awareness to
employees. Health care facilities for Joda people, like Life
Line Express,etc.
 Suggestion
TSL’s management fulfills the needs and wants of the
employees, company provides a standard quality of life to all
employees. But there are some places where the company should
have to make a few rectifications.

1. The repair and maintenance work of the houses which

are provided to the TSL, Joda employees.

2. Company should provide a better schooling facility for

Joda division . And school bus for school going children.
English medium and minimum upto 10th or 12th class ,
just like, DPS (Delhi Public School), DAV, etc. This is an
off the job facility.
 3. The health care facility could be more standardized.

4. The training and development program is not good at

Joda, the company should work more on that and should
make it a continues process. Company should provide
higher studies facilities for interested employees.

5. TSL could provide more better quality of life at Joda

division. Tata steel should provide city living life for
employees of joda, which are provided at Jamshedpur,
BBSR branch, and others. The working environment is
good, but it could be better by renovating the internal
infrastructure of the offices of Joda.

Conclusion
Tata steel limited is one of the best company of India as well as
of world. TSL knows for its best TQM and HR policies in the
world. The employees are very much satisfied, who are working
for TSL. All the employees are motivated and work together to
achieve company’s goal. Because of high motivated employees
TSL, Joda division increases its production this year from The
employees are very lucky, who are working and who will work
for TSL. The company should provide all those facilities, which it
provides at other offices in India excluding Joda division. Earning
of more and more money is not enough for live the life, if an
employee wouldn’t able to give time to his/her family, then
he/she must be disturbed at the working duration. If the
employee gives his/her best effort to the company, then the
next responsibility is of the company to provide a better quality
of life in return.