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A REPORT ON EMPLOYEES SATISFACTION AND QUALITY OF WORK LIFE AT TATA Steel Ltd. Secunderabad
A PROJECT REPORT SUBMITTED TO OSMANIA UNIVERSITY In Partial Fulfillment of Requirement For The Award Of The "Master of Business Administration" By B.SURESH 147-08-118 DEPARTMENT OF BUSINESS MANAGEMENT PRINCETON POST GRADUATE COLLEGE HYDERABAD [Affiliated to Osmania University]
I hereby declare that this project entitle “EMPLOYEES SATISFACTION AND QUALITY OF WORK LIFE” submitted by me to the Department of Business Management, OU, Hyderabad, is a bonafide work undertaken by me and it is not submitted to any other university or institution for the award of any degree diploma certificate or published any time before.
(B. SURESH) 147-08-118
I cordially thank Osmania University for giving me the opportunity to undergo my project work.
I thank the principal S.Subramanyam for his full fledged support for having given me the opportunity to study in this Institution.
I thank Mrs. Swathi Reddy, Head of the Department of Management Studies for his inspiration and providing me all the facilities to do my project work.
I would also like to thank our faculty guide Miss. Sravanthi who guided me through out the project.
I would also like to thank Mr. Rajiv Jain, (Manager- Recruitments) for permitting me to pursue the project in their esteemed concern and also to all the employees of Intercon International Pvt. Ltd.
1 1.4 CHAPTER 2 CHAPTER 3 CHAPTER 4 CHAPTER 5 5. SUGGESTIONS FINDINGS SUGGESTIONS CONCLUSION BIBLIOGRAPHY ANNEXURE 10-11 12 13 14 15-16 17-40 54-71 72-75 73 74 75 77 78-81 ABSTRACT 5 .2 1.3 1. NO. CHAPTER 1 1.1 5.TABLE OF CONTENTS CHAPTER CONTENTS ABSTRACT PG.2 CHAPTER 6 INTRODUCTION OBJECTIVES OF THE STUDY SCOPE OF THE STUDY RESEARCH METHODOLOGY LIMITATIONS OF THE STUDY REVIEW OF LITERATURE COMPANY PROFILE DATA ANALYSIS & INTERPRETATIONS FINDINGS.
Through analysis I found that employees are very much satisfied and if the employees gives his/her best effort to the company then. to get practical knowledge in the area of Personnel management and Industrial relations. Job satisfaction was measured by means of the Short Form Minnesota Questionnaire and QOL by means of WHOQOL-BRIEE. The main objective is to gain an overall idea about the organization. marital status. and position at work. The employees are highly motivated in TSL. the next responsibility of the Company is to provide a better quality of Life. The need for studying this project is gathering information and theoretical knowledge about employees. The results demonstrated a positive correlation between job satisfaction and QOL. 6 . economic level. Joda division increases its production this year. The purpose of this study was to determine whether there is a relation between job satisfaction and quality of life (QOL). It was also found that job satisfaction and QOL scores showed a significant difference according to their age. Employees feel very lucky and TSL provide better Quality of work life.This is a Project based on “EMPLOYEE SATISFACTION AND QUALITY OF LIFE”. duration of working life.
INTRODUCTION 7 .
It has immense potentialities and it only human resources. The need of vast manpower and their importance was realized by some of the progressive entrepreneurs. which convert the various resources in to the production resources. But this magnetite was not supported by a major chunk of entrepreneurs. Success of an organization mainly depends on the quality of manpower and its performance. and English Humanist. topic introduction. Human begin was simple treated as log in the movement increasing emphasis has been given to the worker as a whole man. and providing mechanisms to ensure that they maintain their affiliation with the organization. It is human asset. survey report and conclusion Human resources are on major factors of production.INTRODUCTION The human resource of an organization constitutes its entire workforce. 8 . which appreciate with time whereas all other resources undergo the process of depreciation. Human resource management(HRM) is responsible for selecting and inducting competent people. In early days human resource was not taken as an important factor of production. He took a genuine interest in the welfare of the workers. facilitating and motivating them to perform at high levels of efficiency. joda east. The objective of this project is to find out how much the employees are satisfied and what is their quality of life. The emergence of Trade Union and their gradual collective power forced some entrepreneurs to give some district feature of human side by production. training them. In this project I make the survey on the employees of various departments of Tata steel. The project report is divided in various sections like introduction of the company. How the Tata steel company (TSL) applies the human resource functions in the organization and out the organization. The first among the entrepreneurs who had contributed in the development of human side of production was Robert Owen.
material and environmental issue will to be a selfdefecting aim. Today an organization having a good inventory of human resources and a dynamic personnel department is prospective one. 9 . So the technique and functions of personnel management have now come closely integrated with the overall organization strategies n search of excellence. But the most important in this field was that of Elton Mayo’s Human Relation Approach.Achievement theory is well accepted too.A number of social scientist advocated their valuable theories towards the beginning of the 20th century. Christ Argyris theory of “four system of Management” is also a milestone in the development of human factor in the production process. Hence the management must give more emphasis on the human side and their proper utilization. Abraham Maslow gave his “Hierarchy of needs” theory. 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. 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. The great “Hawthorne Study “by Elton Mayo’s and colleagues. Many new experiments such as study of his state university of Michigan etc have developed the branch of Management beyond margin. Mc Clelland’s Afflation.
10 . • • To study the statutory and non-statutory welfare practices adopted by organization. • To know the facilities provided to the employees as well as the public by the organization. • To study the composition of employer and employee relation existing in the organization.OBJECTIVES OF THE STUDY This study program has got the following objectives: • • To gain an overall idea about the organization. • To study organizational culture and style. To get practical knowledge in the areas of personnel management and Industrial relations. The study of the HRD practices training and development performance appraisal schemes adopted by the organization.
is said to be unscientific and unsystematic. practice makes a man perfect and the knowledge. requires not only theoretic background but also some practical experience to have some knowledge on day-to-day problem solving. Organizational behavior employer employee relationship and the working environment of the organization in relation to theoretical knowledge.making how to perform by assigned job successfully and tact fully. Hence one becomes more efficient and effective when a flavor of practical out look is added to the bosky mind. it helps in getting a critical look in to the personnel practices of the organization. More over the branch of management. 11 .SCOPE OF THE STUDY Gathering information and theoretical knowledge is a part of study. As the study has got wide relevance is formulating valid information about the organization. It become complete when added with practical knowledge as the noted truth comes to sight. which deals with the most critical and important factor of production. It gives a previous idea about the job and working environment to the future decision. This does not deal with the practical application. As there is saying.
The analysis is based on primary as well as secondary data. So.e from 15th July to 30th August. books Method of analysis : Pie charts Period of study: The present study has been done for the period of 45 days i. the sampling method has been followed for the study. Sample size Data collection Primary data : 50 : The data was collected using an appropriate questionnaire and observing employees Secondary data : Internet. 12 .RESEARCH METHODOLOGY To conduct any research a scientific method must be followed. The universe of study is very large in which it is difficult to correct information from all the employees.
LIMITATIONS OF THE STUDY 13 .
With growing prosperity and rising wages.REVIEW OF LITERATURE INDUSTRIAL RELATION “Industrial Relations” poses one of the most delicate and complex problems to modern industrial society. workers have achieved a higher 14 .
B. Labour employer relations have therefore become more complex than they were in past. education. and have been a sharp edge because of widespread labour unrest. Under institutional factors Dr. attitudes to work. systems of the power and status motivation and influence. It is obvious from these facts that industrial relations don’t function in vacuum but are multidimensional in nature. sophistication and greater. industrial relation are designed: between 15 . Long established jobs have disappeared and new employment opportunities have been created which call for different patterns of experience and technical education.. women and children have migrated to few urban Areas. labour legislation.Singh includes such matters as state policy. the nature and composition of the labour force and the sources of supply and demand in the labour market. the system of Industrial Relations etc. labourers and employers organizations and social institution. At the same time however. progressive status dominated secondly group-oriented aspirant and sophisticated class of workers has come in being. they are conditioned by two sets of determinants industrial factors and economic factors. capital structure. Ignorant and drenched in poverty. 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. Besides rapid changes have taken place in techniques and method of production. 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. 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. Under economic factors are included economic organizations. OBJECTIVES OF INDUSTRIAL RELATION The primary objectives of bringing about good and healthy relations employers and employees. As a result the Government has stepped in and plays an important role in establishing harmonious industrial relations. including technology. mobility career patterns have changed. for larger section of the people have been hanged. vast masses of men.standard of living .They have acquired.. The organization in which they are employed have ceased to be individually owned and have become corporate enterprises.V.
strikes. improved living and working conditions. • 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 avoid industrial conflict or strike and develop harmonious relations. to safeguard the rights and interests of both labour and management by enlisting the cooperation of both to achieve a sound. Technical Innovations Tata Steel feels that self-reliance in technology is a pre-requisite for growth. The Group's advanced Research and 16 . the objectives of industrial relations are to facilitate production. • 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. • To eliminate. lockouts and gheraos by providing reasonable wages. as far as possible and practicable. which are essential factor in the productivity of workers and the industrial progress of a country. harmonious and mutually beneficial relationship between employer and employees. In other words.• 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 establish the growth of an industrial Democracy based on labour partnership in the sharing of profits and of managerial decision. especially in the context of globalisation and expanding operations.
was the first of its kind in India. The Company: 1. 17 . The Netherlands and Rotherham and Teesside. With globalisation and an increasing scale of operations. Currently. Tata Steel took three steps during 2000-2005 that would help establish it as a leader in chosen technologies. Anticipating the need to become self-reliant in technology. its strength in research and development helping it consistently to meet the challenges of growth and changes over the years.Development centers are competent enough to meet emerging challenges and ensure that the Company always stays ahead of all competition. the Company feels that self-reliance in technology has become a virtual pre-requisite to innovation and growth. Formalised the continuous improvement and innovation process under the powerful programme of ASPIRE. and stands as a testimony to the foresight of the early pioneers and the vision of the founder of the Company. The thrust areas also incorporate the projects that were previously a part of Corus’ strategic programme. with a view to consistently enhancing efficiencies. United Kingdom. To stay ahead of competitors. Tata Steel has placed a continuous emphasis on improving processes. the group maintains its own research centres. Over the years. improving quality and thereby achieving better performance benchmarks in all areas of operations. The Research Department established by Tata Steel way back in 1935. the Tata Steel Group has four research centres with over 1000 people involving themselves in R&D activities: • Tata Steel Limited’s (TSL) laboratories in Jamshedpur • Tata Steel Europe’s (TSE) technology centres in IJmuiden. The Group’s research programme is split between programmes funded by the separate business units (which make up the major part of the work done in the European research centres) and work on a number of identified thrust areas that receive corporate funding.
The Singapore operations of NatSteel and the Xiamen operations engaged in efforts to align the price-cost cycle to mitigate risks of price fluctuations. Identified the key thrust areas of strategic technology development. Tata Tiscon increased its share of business through innovative contracting and better availability of material. In order to spread the customer base and get maximum leverage from the economic packages. Marketing Innovations Assurance. the Tata Steel Group has been concentrating on the geographies that are logistically favourable to its plants in Europe and Asia. The Steel Division had undertaken several new initiatives to ‘weather the storm’ in FY 09. 3. in response to current realities of the marketplace. Established a sound mechanism for capturing new developments and filing them as intellectual property. The automotive segment maintained its market leadership winning several accolades from renowned Automobile companies. The Singapore operations reduced the long-term sales contract from one and a half years to three months. reliability and superior brand experience in every segment has always been the key focus for Tata Steel's brand building endeavours. enhancement of customer satisfaction and relationships with existing clients. special initiatives were devoted to Government funded projects and the Railways. As opposed to competitors who split and diversify. In recent times. the “Tata” name has always been able to stay ahead of competition and sustain its position of supremacy even in the face of erratic market changes. In the construction segment too. 18 . In addition.2. the realigned operating strategy takes into account current realities of the marketplace. Accomplishment of the Tata Brands is all the more significant as consumers have become more and more discerning over the years and rival companies too have been alert to changing demands. Tata Steel has been working to enhance customer satisfaction and relationships with existing clients. Tata Steel is focusing on positive markets by applying its resources to the core business where they are most needed. In the domain of brand building.
with breakthrough projects receiving direct corporate funding. cross-fertilisation of better practices and technology absorption through integration of processes have led to measurable results in the Tata Steel Group’s performance in the direction of continuous improvement. Tata Steel has. The ASPIRE T 3 Knowledge Management Programme provides the required platform as more and more employees have been engaged in the process of knowledge creation and dissemination. Strip products division continued its focus on further development of steel grades with high strength coated steels with sophisticated coating properties. In the last few years. Technology Advancements With globalisation and an increasing scale of operations. Research and Development A collaborative approach. Apart from its continuous endeavour to improve the quality and quantity of the steel produced. economically viable and environmentally sustainable. The goal is to foster a technology mindset amongst a cross-section of employees. over the years. These include: 19 . technological self-reliance has become a necessity. Several such initiatives have successfully added value to customers leading to enhanced profitability as a consequence.A focus area for Tata Steel European operations have been the continuous enhancement of customer support in the automotive market. undertaken extensive research in making the process of steelmaking more energy efficient. cost-efficiency and environment-friendly processes. Tata Steel has taken a number of initiatives that would consolidate its position as a leader in select technologies. Tata Steel with its plans for modernisation has ensured that it deploys the best technologies to facilitate quality. The Tata Steel Group’s programme of RD&T in Europe is funded by separate business units.
Development of advanced coatings. Lowering phosphorus in steel making. Research and Development is carried out in the areas of raw materials. Complete beneficiation of iron ore. steel making. some of which include: • • • • • • 8% ash in coal without reduction in yield. A focus on the Intellectual Property Rights in Tata Steel. Identifying key thrust areas of strategic technology development. product development. 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. Improving blast furnace productivity. blast furnace productivity. Evolving the next generation high strength steels. process improvement etc. A number of individual projects have been taken up in each of the thrust areas and definite benefits have ensued in many significant ways. 20 . keeping these operations in readiness for any challenge.• • • Formalising the continuous improvement process under ASPIRE.
The company has been known as a leader in introducing various HR practices and setting benchmarks in the global as well as Indian industry . 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. much system was implemented by law even in most western countries. Tata steel introduced eight(8) hour working time in 1912.TSL aims to pursue management practices designed to enrich the quality of life of its employees. develop their potentials and maximize their productivity. 1920 Tata steel introduced initiatives like leave with pay 1952.Some of these initiatives include. And Workman’s Accident Compensation Scheme (enforced by law in 1924). before such a 21 . It also aims at ensuring transparency . fairness and equity in all its dealing with its employees.
A scheme of retiring gratuity was introduced by Tata steel in 1937 (enforced by law in1972).Free medical aid was introduced in 1915 (enforced by law in 1948). 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. 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). is a woman empowerment program– the first of its kind – that trains woman to take up unconventional jobs in the steel works. launched in 2003. Tejaswini. Initiatives TSL Government 22 .
dynamic and challenging task. Changing trends in 23 . It is therefore necessary for all managers to understand and give due importance to the different human resource policies and activities in the organization. 1928 Maternity benefits. 1937 Retiring Gratuity.8 hour working day. It examines the various HR processes that are concerned with attracting. Human Resource Management outlines the importance of HRM and its different functions in an organization. The successful management of an organization's human resources is an exciting. especially at a time when the world has become a global village and economies are in a state of flux. The book discusses the issues in human resource management in a changing environment and suggests possible ways of leveraging and managing human resources. 1920 Leave With Pay. 1972 1965 1946 1924 1952 1948 Human resources are the most valuable and unique assets of an organization. 1948 1915 Free Medical Aid. The scarcity of talented resources and the growing expectations of the modern day worker have further increased the complexity of the human resource function. motivating and developing employees for the benefit of the organization. Even though specific human resource functions/activities are the responsibility of the human resource department. 1912 Not known(but not implemented even in western countries at that time). managing. 1920 Workman’s Accident Compensation. the actual management of human resources is the responsibility of all the managers in an organization. 1934 Profit Sharing Bonus. 1920 Workers Provident Fund Scheme.
human resource management have been explained using contemporary examples from Indian companies Definition and concept of Quality of Work Life, Methods to Improve QWL, Flextime, Flexiplace, Alternative Work Schedules, Part-time Employment, Compressed Work Week, Job Enrichment, Job Rotation, Job Enlargement, Autonomous Work Groups / Self-managed Teams, Socio-Technical Systems, Benefits of QWL Programs, Challenges in Implementing QWL Programs. Quality of work life (QWL) is viewed as an alternative to the control approach of managing people. The QWL approach considers people as an ‘asset'to the organization rather than as ‘costs'. It believes that people perform better when they are allowed to participate in managing their work and make decisions. This approach motivates people by satisfying not only their economic needs but also their social and psychological ones. To satisfy the new generation workforce, organizations need to concentrate on job designs and organization of work. Further, today's workforce is realizing the importance of relationships and is trying to strike a balance between career and personal lives. Successful organizations support and provide facilities to their people to help them to balance the scales. In this process, organizations are coming up with new and innovative ideas to improve the quality of work and quality of work life of every individual in the organization. Various programs like flex time, alternative work schedules, compressed work weeks, telecommuting etc., are being adopted by these organizations. Technological advances further help organizations to implement these programs successfully. Organizations are enjoying the fruits of implementing QWL programs in the form of increased productivity, and an efficient, satisfied, and committed workforce which aims to achieve organizational objectives. The future work world will also have more women entrepreneurs and they will encourage and adopt QWL programs. Human resources are the most valuable and unique assets of an organization. The successful management of an organization's human resources is an exciting, dynamic and challenging task, especially at a time when the world has become a global village and economies are in a
state of flux. The scarcity of talented resources and the growing expectations of the modern day worker have further increased the complexity of the human resource function. Even though specific human resource functions/activities are the responsibility of the human resource department, the actual management of human resources is the responsibility of all the managers in an organization. It is therefore necessary for all managers to understand and give due importance to the different human resource policies and activities in the organization. Human Resource Management outlines the importance of HRM and its different functions in an organization. It examines the various HR processes that are concerned with attracting, managing, motivating and developing employees for the benefit of the organization.
The book discusses the issues in human resource management in a changing environment and suggests possible ways of leveraging and managing human resources. Changing trends in human resource management have been explained using contemporary examples from Indian companies. Employees Counseling: Back in the early thirties, when Hawthorn experimented with Western Electric Company, it was found that employees harbored irrational feelings that were interfering with the rational operation of the factory. Therefore, counseling was used as means of letting the employees unburden themselves by talking to someone about their problems. Traditional techniques since then have improved tremendously and the prime responsibility of direct supervisors rather than outside counselors, except when there are major psychological problems that requires specialized professional expert help. To conclude, Herzberg when conducting a research on job satisfaction and job dissatisfaction on a sample of 1,685 employees, had found out that that their satisfaction is derived from ‘a job related’ factors that are directly influencing their feelings (81%) and only (69%) of their job dissatisfaction is caused by ‘job context’ factors such as the style of management, policies and procedures, the workplace, and the members of the team. Sub Department Human Resources Policy Recruitment: Campus recruitment Tata steel management trainee program
One year development program Employee survey
Formal programs, coaching and on the job training. Leadership appreciation process and subsequently conduct ‘Development
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.
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
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
clean break room with basic necessities such as running water. 28 . Holding office events. Camping trips. Basic considerations like these can improve employee satisfaction. with which many employers have found success. as happy workers will be more likely to produce more. Surveys and meetings can truly get to the center of the data surrounding employee satisfaction. Both of these tactics have pros and con and should be chosen carefully. 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. and should be given when possible. There are many factors in improving or maintaining high employee satisfaction. can help build close bonds among workers. such as parties or group outings. allowing workers to keep family photos or small trinkets on their desk can make them feel more comfortable and nested at their workstation. Raises and bonuses can seriously affect employee satisfaction. few workers will not experience a boost in morale after receiving more money. provide amenities to your workers to improve morale. many companies will have mandatory surveys or face-to-face meetings with employees to gain information. Make certain they have a comfortable. If possible. and if a company with widespread problems for workers cannot improve their overall environment. allowing workers more freedom to be honest without fear of repercussion. and can be great tools to identify specific problems leading to lowered morale. and stay loyal to the company. which wise employers would do well to implement. To measure employee satisfaction. take fewer days off. Strengthen the working relationship of the employees in a non-work related setting. Surveys are often anonymous. as workers will feel well cared for by their employers. backpacking wars and guide backpacking trips are versions of this type of team-building strategy. Many companies also participate in team-building retreats that are designed to have found success.any company. Of course. but if done correctly can let the worker know that their voice has been heard and their concerns addressed by those in charge. While an air of professionalism is necessary for most businesses. Yet money cannot solve all morale issues. Keep facilities such as bathrooms clean and stocked with supplies. a bonus may be quickly forgotten as the daily stress of an unpleasant job continues to mount. Interviews with company management can feel intimidating.
Employee satisfaction surveys help employers measure and understand their employees' attitude. the number of children decreased. income. Employee satisfaction is often measured by anonymous surveys administered periodically that gauge employee satisfaction in areas such as management and teamwork. employees should be treated with courtesy and interest. It also indicates that older respondents had been long in their career and 29 . Employee satisfaction is the terminology used to describe whether employees are happy and contented and fulfilling their desires and needs at work. which convert the various resources in to the production resources. In this sample. together with the total tenure years of employment and with the current employer. career achievement and QWL.The backbone of employee satisfaction is respect for workers and the job they perform. age. motivation. and satisfaction. Human begin was simple treated as log in the movement increasing emphasis has been given to the worker as a whole man. In every interaction with management. so does the level of career achievement. opinions. Similarly with the increase of the total tenure years of employment and tenure with the current employer also indicate the increase in the level of QWL. this will increase the level of career satisfaction. It has immense potentialities and it only human resources. Success of an organization mainly depends on the quality of manpower and its performance. The need of vast manpower and their importance was realized by some of the progressive entrepreneurs. total tenure years of employment and tenure with current employer correlate positively with QWL. The emergence of Trade Union and their gradual collective power forced some en+. 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. This is consistent with the literature that age positively predicts success presumably because extrinsic outcomes accrue over time [40. career achievement. career satisfaction. It is human asset. An easy avenue for employees to discuss problems with upper management should be maintained and carefully monitored. this indicates that as age increases. the number of children correlates negatively with total tenure years of employment. Marital status. In early days human resource was not taken as an important factor of production. education. organizational climate and QWL.41]. In turn. This means that as age increases. Human resources are on major factors of production. Accordingly. which appreciate with time whereas all other resources undergo the process of depreciation.
8%) in their career progress but not in terms of career balance (36. the respondents did not express the level of satisfaction with their career balance. The results show that the respondents are satisfied with their achievement (63. Participation in the work (family) role is made more difficult by virtue of participation in the family (work) role . Also. the higher the level of QWL.6%). and in several other situations. models and more. 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. Rapoport and Rapoport  supported this by showing that the family's morale support and the diversion that it entails make it an important factor affecting QWL. Some definitions.. However.had achieved more promotions in their careers than had younger executives . Executives who value their career quite highly will find that it affects the amount of time they can devote to the family .. The higher the income obtained by the respondents. 30 . This is in line with the literature standpoint and expressed in the conflict between work and family life. the respondents who worked in MNCs were reported to have a slightly higher level of QWL as compared to those in SMIs.
emphasis was increasingly placed on employee-centered productivity programs. (3) in which one understands the role one's activity plays in the achievement of some overall goal. Meaningful and satisfying work is said to include: (1) an opportunity to exercise one's talents and capacities. to face challenges and situations that require independent initiative and self-direction (and which therefore is not boring and repetitive work). Recognizing the subjectivity of QOL is a key to understanding this construct. In the mid 1990s till today faced with challenges of downsizing and corporate restructuring.' What is QOL? QOL may be defined as subjective well-being. etc . There are three distinctive elements of QWL related interventions: (1) a concern about the effect of work on people as well as organizational effectiveness. and (4) take pride in what one is doing and in doing it well. between the hopes and expectations of a person and their present experience. the gap. Our definition of quality of life is: The degree to which a person enjoys the important possibilities of his/her life. (2) in an activity thought to be of worth by the individual involved. QWL is reemerging where employees are seeking out more meaning where rising educational levels and occupational 31 .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 . This issue of meaningful and satisfying work is often merged with discussions of job satisfaction. This enables people who have difficult life circumstances to maintain a reasonable QOL. QOL reflects the difference. Enjoyment has two components: the experience of satisfaction and the possession or achievement of some characteristic. the author believed this favorable estimate to QWL instead.those 'without which no member of the human race can be happy. (2) the idea of worker participation in organizational problem solving and decision making and (3) the creation of reward structures in the workplace which consider innovative ways of rewarding employee input into the work process such as gainsharing. Possibilities result from the opportunities and limitations each person has in his/her life and reflect the interaction of personal and environmental factors. however. In the 1980s. 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.
such as autonomous work groups. career. a sense of where one is going in one's work life. job enrichment. naturally.aspirations in today's slow economic growth and reduced opportunities for advancement. Thus. organizational climate Quality of Work Life (QWL) is a philosophy. QWL consists of opportunities for active involvement in group working arrangements or problem solving that are of mutual benefit to employees or employers. People also conceive of QWL as a set of methods. The elements that are relevant to an individual's quality of work life include the task. QWL is linked to career development and career is evolving from such interaction of individuals within the organizations. QWL encompasses the career development practices used within the organization such as placing clear expectations on employees on their expectations and succession plans. which holds that people are the most important resource in the organization as they are trustworthy. QWL is a comprehensive construct that includes an individual's job related well-being and the extent to which work experiences are rewarding. fulfilling and devoid of stress and other negative personal consequences . based on labor-management cooperation. Most people want to improve their performance on the job. there are rising concerns for QWL and for career and personal life planning. The result indicates that three exogenous variables are significant: career satisfaction. social environment within the organization. a set of principles. administrative system and relationship between life on and off the job . 32 . employees during their career will like to experience growth and development. Key words: Quality of work life (QWL). It requires employee commitment to the organization and an environment in which this commitment can flourish . with 63% of the variance in QWL. The sample consists of 475 managers from the free trade zones in Malaysia for both the multinational corporations (MNCs) and the small-medium industries (SMIs). responsible and capable of making valuable contribution and they should be treated with dignity and respect . This empirical study was done to predict QWL in relation to career-related dimensions. Literature on QWL is limited and several studies commonly correlates with job satisfaction but no study on QWL has associated with career related factors. high-involvement aimed at boosting the satisfaction and productivity of workers . the physical work environment. Thus. to receive constructive suggestions regarding areas they need to work on and to be commended on their job well done. career achievement and career balance.
the rising number of two-income households is heightening the concern for employees' quality of work life. the E & E industry creates the largest number of job opportunities.575 . (4) opportunity for continued growth and security. Therefore. They determined that in the work climate of an occupation.5% during the first six months of the year 2003 . Due to the importance of this industry. employment and exports. Others such as Pelsma et al. (3) immediate opportunity to use and develop human capacities.14].  viewed QWL for academicians 33 . (6) constitutionalism in the work organization. Moreover. it is a necessity to evaluate the working environment of the executives in this sector that require medium to high skills. Winter et al. If this trend continues. Indeed. consumer and industrial electronics. it is difficult to best conceptualize the quality of work life elements . Walton  proposed eight major conceptual categories relating to QWL as (1) adequate and fair compensation. The E & E industry continues to be Malaysia's largest export earner at 65. it is apparent that males and females independently will need to take care of both work and home. Malaysia's industrial growth has created a high demand for labor in the manufacturing sector. QWL can be assessed by combining the amount and the degree of stress and the degree of satisfaction experienced by the individual within his/her occupational role. (5) social integration in the work organization. totaling 20. Hence. Several published works have addressed the constructs that make up the QWL domain and key elements of QWL programs [1-5. digitalization. (7) work and total life space and (8) social relevance of work life.Accordingly.493 in 2002 in the manufacturing projects out of the total of 68. multimedia applications. this sector will become even more competitive in the years to come . In fact. Malaysia's electrical and electronics (E & E) industry is the largest contributor to the country's manufacturing output.  and Hart  found that psychological distress and morale contributed equally to teachers' QWL. the Malaysian government is particularly keen to seek investment projects which will contribute substantially to technology advancement in areas of automation. (2) safe and healthy working conditions. quality of work experience rather than work per se became the focus of attention  and workplace wellness is crucial in promoting healthier working environments . This is consistent with the finding that competition in world markets for products in electronics has increased considerably over the past few years. Given that female participation at work is increasing.
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. to the extent it can reasonably afford. 2. Development of a model traditional rehabilitation colony in consultation with villagers. Facilitation of construction of temporary shelter within the allowance. Quality of Life from the view point of TSL Improvement in QOL 1. electrification. Tree plantation in the rehabilitation colony. Tata steel believes that the primary purpose of a business is to improve the quality of life of people. 4. structural and sectoral characteristics to directly and indirectly shape academicians' experiences. This statement could easily understand by the following theory of Abraham Maslow. Relation Between Employee Satisfaction and Motivation.as an attitudinal response to the prevailing work environment and posited five work environment domains that include role stress. job characteristics. Tata steel will volunteer its resources. Rehabilitation colony will have facilities for education. playground and community centre. supervisory. Maslow's Hierarchy of Needs 34 . attitudes and behavior. Building a better Quality of life has always been the purpose of TSL enterprise. Satisfaction leads to motivation. health and hygiene. 5. 3. water. Facilitation of construction of the permanent house with the house building assistance.
If motivation is driven by the existence of unsatisfied needs. such as: • • • • air water nourishment sleep According to Maslow's theory. Higher needs such as social needs and esteem are not felt until one has met the needs basic to one's bodily functioning. when a need is mostly satisfied it no longer motivates and the next higher need takes its place. In this hierarchical model. 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. low-level needs such as physiological requirements and safety must be satisfied before higher-level needs such as self-fulfillment are pursued. 35 . if such needs are not satisfied then one's motivation will arise from the quest to satisfy them. In this regard. Abraham Maslow developed a model in which basic. then it is worthwhile for a manager to understand which needs are the more important for individual employees.
higher needs will not receive much attention. higher level needs become important. if a person feels that he or she is in harm's way. Such needs might be fulfilled by: • • • • Living in a safe area Medical insurance Job security Financial reserves According to Maslow's hierarchy. External esteem needs are those such as social status and recognition. the need to feel important arises. Internal esteem needs are those related to selfesteem such as self respect and achievement. the first of which are social needs. one's attention turns to safety and security in order to be free from the threat of physical and emotional harm. Social Needs Once a person has met the lower level physiological and safety needs. Esteem needs may be classified as internal or external.Safety Once physiological needs are met. Some esteem needs are: • • • • Self-respect Achievement Attention Recognition 36 . 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".
According to Maslow. Self-Actualization Self-actualization is the summit of Maslow's hierarchy of needs. which are energized moments of profound happiness and harmony. some examples of which follow: • Physiological needs: Provide lunch breaks. job design. There are opportunities to motivate employees through management style. as one grows psychologically there are always new opportunities to continue to grow. Implications for Management If Maslow's theory holds.• Reputation Maslow later refined his model to include a level between esteem needs and selfactualization: the need for knowledge and aesthetics. there are some important implications for management. company events. Self-actualized people tend to have needs such as: • • • • Truth Justice Wisdom Meaning Self-actualized persons have frequent occurrences of peak experiences. rest breaks. only a small percentage of the population reaches the level of self-actualization. and wages that are sufficient to purchase the essentials of life. It is the quest of reaching one's full potential as a person. and compensation packages. Unlike lower level needs. this need is never fully satisfied. 37 .
However. Joda Nearly 50 years old. To motivate an employee.at any time different people • • • may be motivated by entirely different factors. A Short Introduction to TSL. retirement benefits. and use those needs as levers of motivation. the manager must be able to recognize the needs level at which the employee is operating. Esteem Needs: Recognize achievements to make employees feel appreciated and valued. It is important to understand the needs being pursued by each employee. not all people are driven by the same needs . Equipped with a Wet Processing Circuit and primary and secondary crushing. and job security.• Safety Needs: Provide a safe working environment. scrubbing. iron ore at Joda East Iron Mine is extracted by mechanized open cast mining methods in a series of 9 meter high benches. 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. screening and classification facilities. 38 . Social Needs: Create a sense of community via team-based projects and social events. 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. Joda East Iron Mines(JEIM) has the capacity of 5 million tone per month. 39 . The availability of raw material in a huge amount for steel and sponge iron companies makes the environment full of dust. Flux (-40mm to +25mm). Chips (-25mm to +10mm) and Fines (-10mm). Dolomite from the region is extracted after drilling and blasting in a series of 4 meter high benches. Some of the other steel companies are also situated near to Joda. The mine has capability to crush and screen the extracted ore in to different product ranges such as Lumps (-75mm to +40mm). Joda is covered by big iron mountains.
COMPANY PROFILE 40 .
Tata Steel a role model in fulfilling corporate social responsibilities. which begins with raw materials preparation. and employees. is meticulously inter-linked by a quality and value chain at every stage of its operations.Tata steel is one of the oldest and most successful organization and celebrates the true spirit of steel with Tata steel limited. steel plant capital equipment and spares.An organization which defined the lives of the people of this small township . it is now a state-of-art plant with a rated capacity of three million tones per annum of crude steel.COMPANY PROFILE TISCO. The process of customer satisfaction at Tata Steel. Where every child grows up to a dream and to a reality both leading to one organization . tubes. located mainly in Bihar and Orissa. also called Tata Steel was envisioned by the great patriot. four 4-tonne steam driven blooming mils and a rail and structural mill. Captive mines and collieries. supply the finest grades of feedstock to the steel plant. Tata Steel is also committed to Sustinable Development and recognizes the need to pursue progressive environmental management policies to preserve the ecological balance and biodiversity in areas in the vicinity of its operations. Tata Steel has play a pioneering role in integrating professional business practices with exemplary corporate citizenship programmes in India. the universe of stakeholders extends beyond the realm of customers. Tata steel begins its journey from the small own jamshedpur in Jharkhand. Jamshedji Nusserwanji Tata. such as bearings. etc. and founded in 1907. wire rods and bars. located in jamshedpur is Asian first and country’s largest integrated private sector steel plant. cement.One power . In tune with the vision of its founder. In addition to steel. the company is in the business of diverse products. Tata Iron and Steel Company Limited. Set up with the initial capacity of two 200-tonne blast furnace. shareholders.one force –The dream of one man which shapes the realities of millions world over today . For a company fully mindful of its social responsibilities. 41 . At present it produces steel mainly in the form of flats. The company’s steel works.
1% equity and Nat Steel Holdings. With the acquisition of Corus in 2007 leading to commencement of Tata Steel's European operations. 42 . Tata Steel’s overseas ventures and investments in global companies have helped the Company create a manufacturing and marketing network in Europe. is among the top ten steel producers in the world with an existing annual crude steel production capacity of around 30 million tonnes per annum and employee strength of above 80.329 Crores (US$ 28. South East Asia and the Pacific-rim countries. The Tata Steel Group has always believed that mutual benefit of countries. 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. Established in 1907.2009.147. which is one of the largest steel producers in the Asia Pacific with presence across seven countries. In a process of inclusive growth. The Group recorded a turnover of Rs. And one of the key requisites for successful diversity management is a shared vision. The Group’s South East Asian operations comprise Tata Steel Thailand.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).Backed by 100 glorious years of experience in steel making . corporations and communities is the most effective route to growth. The Company has always had significant impact on the economic development in India and now seeks to strengthen its position of pre-eminence in international domain by continuing to lead by example of responsibility and trust. every person contributes to the blueprint of the future and is truly committed to the stated objectives. Tata Steel has not limited its operations and businesses within India but has built an imposing presence around the globe as well. in which it has 67. the Company today.000 across five continents. Managing a global workforce and setting global benchmarks is primarily about managing diversity.962 million) in 2008 .
43 . the Tata Group has steered India’s ascent in the global map through its unwavering focus on sustainable development. In the face of trying economic challenges in recent times.84 billion. being around $40. Tata Motors is India’s largest automobile company by revenue and is among the top five commercial vehicle manufacturers in the world. Tata Consultancy Services (TCS). Services. Tata Steel with its acquisition of Corus has secured a place among the top ten steel manufacturers in the world and it is the Tata Group’s flagship Company. Energy. The Tata Group of Companies has business operations (114 companies and subsidiaries) in seven defined sectors – Materials. Jaguar and Landrover are now part of Tata Motor’s portfolio. Other Group Companies in the different sectors are – Tata Motors.The Tata Group of Companies has always believed strongly in the concept of collaborative growth. 11 in the global market in terms of revenue and aspires to be in the top 10 by 2010. Over 350. Consumer Products and Chemicals. Engineering. the Group’s present shareholder base is 3.000 people worldwide are currently employed in the seven business sectors in which the Tata Group Companies operate. Indian Hotels. Tata Power has pioneered hydro-power generation in India and is the largest power generator (production capacity of 2300 MW) in India in the private sector. Tata Communications.2 million. Tata Power. The Tata Group has traced a route of growth that spans through six continents and embraces diverse cultures. Tata Tea and Tata Chemicals. Tata Consultancy Services (TCS) is an integrated software solutions provider with delivery centres in more than 18 countries. and this vision has seen it emerge as one of India's and the world's most respected and successful business conglomerates. Information Technology and Communications. It is currently ranked at no. It is the largest employer in India in the Private Sector and continues to lead with the same commitment towards social and community responsibilities that it has shown in the past. The combined market capitalisation of 27 listed companies.
In the road ahead. a UK based consultancy firm after a recent valuation of the Tata brand at $9. he had envisaged India as an independent strength – politically. When Jamsetji Tata gave shape to his vision of nation building by forming what was to become the Tata Group in 1868. Tata Tea. the Tata Group is focusing on integration of new technologies in its operations and breaking new grounds in product development. Through the years. resorts and palaces) happens to be the leading chain of hotels in India and one of the largest hospitality groups in Asia. the Tata Group is always ready to realise its vision and objectives.92 billion has ranked it 51st among the world’s top 100 brands. the Tata Group has been amongst the most prestigious corporate presences in the world governed by its principles of business ethics. The company has its own visions . The challenges of the future will only help to enhance the Group’s performance and transform newer dreams to reality. USA has evaluated the Tata Group as the 11th in a global study of the most reputed companies. a loyal and dedicated workforce and its rooted belief in value creation and corporate citizenship.values and own policies and those are the followings. Its foray into international business has been recognised by various bodies and institutions. Brand Finance. It has a presence in 12 countries in 5 continents.Indian Hotels Company (Taj Hotels. economically and socially. The Eka supercomputer had been ranked the world’s fourth fastest in 2008 and the launch of the Nano has been a benchmark for the auto industry specifically and the economy in general. with its major acquisitions like Tetley and Good Earth is at present the second largest global branded tea operation. With a holistic approach in all its business operations. 44 . the Tata Group has always ventured into path breaking territory and pioneered developments in industries of national importance. In order to become a force that the world has to reckon with. In Business Week magazine’s list of the 25 most innovative companies the Tata name appears 13th and The Reputation Institute.
delivering premium products and services. respecting the environment. enhancing leadership capability and acting with pace. by becoming the supplier of choice. We make the difference through: Our people. by developing leading edge solutions in technology. pride and passion. and creating value with our customers. nurturing talent. • Our conduct. • Our offer. • 45 . by fostering team work. • Our innovative approach.VISIONS We aspire to be the global steel industry benchmark for Value Creation and Corporate Citizenship. by providing a safe working place. caring for our communities and demonstrating high ethical standards. processes and products.
profitability provides the main spark for economic activity. 46 . and thereby reaffirms its faith in democratic values. consistent with modern management practices.VALUES Trusteeship Integrity Respect for the individual Credibility Excellence MISSION Consistent with the vision and values of the founder Jamsetji Tata. Tata Steel recognizes that while honesty and integrity are the essential ingredients of a strong and stable enterprise. Tata Steel strives to strengthen India’s industrial base through the effective utilization of staff and materials. Overall. the Company seeks to scale the heights of excellence in all that it does in an atmosphere free from fear. The means envisaged to achieve this are high technology and productivity.
HUMAN RESOURCE POLICY Tata Steel recognizes that its people are the primary source of its competitiveness. This policy will be reviewed to align with business direction and to comply with all the requirements of the Quality Management Standard. Tata Steel will strive continuously to foster a climate of openness.Some policies: QUALITY POLICY Consistent with the group purpose. It is committed to equal employment opportunities for attracting the best available talent and ensuring a cosmopolitan workforce. Tata Steel shall constantly strive to improve the quality of life of the communities it serves through excellence in all facets of its activities. develop their potential and maximize their productivity. 47 . It will pursue management practices designed to enrich the quality of life of its employees. This policy shall form the basis of establishing and reviewing the Quality Objectives and shall be communicated across the organization. involving all our employees. mutual trust and teamwork. fairness and equity in all its dealing with its employees. It will aim at ensuring transparency. We are committed to create value for all our stakeholders by continually improving our systems and process through innovation.
This responsibility starts with each one of us. 1. assess and manage our S&O Hazard/risks. We will identify.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. 48 . We will ensure WILL and SKILL buildup among employees/ contractor OH performance. implement and maintain management standards and systems. We are committed to continual improvement in our S & OH performance. develop. Our fundamentals belief is that all injuries can be prevented. 2. We will regularly monitor. partners to demonstrate their involvement. responsibility and accountability to achieve sound S & We will set objectives – targets. and go beyond compliance of the relevant industry standards. review the progress and report. legal and other requirements.
Employees shall be trained to work safely. Felt concern and care for the employee on “24 hours safety” shall be demonstrated by leaders.SAFETY PRINCIPLE Safety is line management responsibility. 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. All injuries can be prevented. 49 .
skill and competence of our employee and contactors so as to enable them to demonstrate their involvement.. assess and mange our environmental impact. We shall develop & rehabilitates abandoned sites through a forestation and landscaping and shall protect & preserve the biodiversity in the areas of our operations. develop.ENVIRONMENTAL POLICY 1. 50 . We will regularly monitor review and report publicity our environmental performance. reducing and preventing pollution. promoting waste avoidance and recycling measures and product stewardship.. We are committed to continual improvement in our environmental performance. We are committed to the efficient use of natural resources and energy. We will set objectives targets. We will truly succeed when we sustain our environmental achievement and are valued by the communities in which we work. responsibility and accountability for sound environmental performance. We will identify. implement and maintain management standards and system. Tata Steel environmental responsibilities are driven by our commitment to preservation the environment and are integral to the way we do business. and go beyond compliance of the relevant industry standards legal and other requirements. 2. Well will enhance awareness. 3.
Some of the notable Tata concerns are below. Engineering’s Energy Consumer products Materials Chemicals Services Communication and Information System 51 . 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.500 employees in private sector. The Tata Group 139 years old Group Revenue Total Sales International Income India’s largest employer Strong brand equity US $ 30. Tata Steel will volunteer its resources to the extent it can reasonable afford.0 Billion 3. TSL is one of the first ventures of Tata Group but it has many other successful companies under its umbrella.CORPORATE SOCIAL RESPONSIBILITY POLICY Tata Steel believes that the primary purpose of the business is to improve the quality of life of people. 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.2% of India’s GDP 38% of Group revenue Over 289.
Largest integrated tea company in India. 52 . largest producers of synthetic Taj Largest hotel chain in India. Largest power generating supplier in the private sector in India. Tata Chemicals One of the worlds soda ash. Tata Communication Leading ILD telecommunication service provider in India.Tata Motors Tata Tea Tata Power Leading Auto Company in India in terms of revenues. TCS Asia’s leading software services provider and the first Indian software firm to extend sales of US $ 1000 Million.
An Overview Established in 1907 by Jamsetji Nusserwanji Tata in Jamshedpur.Ranked 315th on Fortune to Global 500 (post the Corus in acquisition)2007.82. Tata Review. It seeks to establish the Tata group's thought leadership by featuring the views of the top management on issues of contemporary significance and articulating the group's vision of the future.Headquartered Jamshedpur .Jharkhand and registered office in Mumbai. government officials and opinion makers. Some major national steel producers or competitors are follows. The Tata Steel Group over the years has focused on enhancing raw material security and announced major joint ventures in various parts of the globe. With CORUS acquisition . ISPAT JSW ESSAR BHUSHAN SAIL Some global competitors POSCO MITTAL ARCELOR The Tata Steel Group’s growth and globalisation strategy is driven by its business expansion while maintaining profitability and mitigating risks. Formerly known as Tata Iron and Steel Company Limited (TISCO).30 million tones per annum of crude steel production capacity. reaches out to a premium audience of corporate leaders.700 employees .Ranked ‘Best Steel Maker’ by World Steel Dynamics in 2006. a quarterly magazine that has been in print for the past 55 years.2005 and 2001. 53 .Tata Steel Ltd.Listen BSE and NSE .TSL is worlds 6th largest steel producer .
and. when it had launched its two million tonne expansion programme. The 3-mtpa expansion at Jamshedpur will enable Tata Steel to strengthen its market share in the Flat Products segment and simultaneously reduce the operating costs over a large volume of production. Total Quality Management has surfaced as one of the most respected. Total Quality Management is generally recognized. Therefore the India growth strategy remains a fundamental part of the long-term strategy of the Tata Steel Group Total Quality Management (TQM) literature reviews examine the most recent business publication's studies concerning the growing complexities of today’s organizations. Using Total Quality Management not only eliminates product and service defects. however. which will be further augmented by 3 million tonnes through the ongoing brownfield expansion. The long-term strategy is to continue to pursue capacity expansion in India through Greenfield projects as well. The concept of Total Quality Management was originally developed by the American. Definitions of Total Quality Management vary according to the specific context within which managers and practitioners operate. used it to dominate world 54 . The Indian operations draws its greatest strength and its competitive position as one of the lowest cost producers of steel in the world from the quality and yield of its raw material units. by 2011. changes the culture of organizations and improves the quality of work life. as a new system of principles. Edwards Deming. The Company has. and practices needed to manage a company in order to provide customer satisfaction in a rapidly changing global economy. capacity expansion in India is one of the key strategies for Tata Steel.Tata Steel’s Indian operations are one of the most competitive assets in the global steel industry and therefore. continuously modernised and expanded its raw material facilities right from the 1950s. which require a definitive management approach to ensure complete efficiency and productivity. tools. above all. W. reduces costs. after World War II for improving the production quality of goods and services. The mines have successfully offered raw material security and have partially insulated Tata Steel from the volatility of the global markets. therefore. speeds service.8 million tonnes of crude steel making capacity at Jamshedpur. The idea was not seriously regarded by Americans until after the Japanese. who adopted it in 1950 to resurrect their postwar business and industry. In the financial year 2008-09. but it as well enhances product design. the Company commissioned its 1. Among the many quality management theories research in a literature review.
By then.S. manufacturers had finally accepted that the nineteenth-century assembly line factory model was outdated for modern global economic markets and that better approaches to general management were needed Comparison between Indian leading players. Players Year of establishment TATA 1907 Construction bars Hot rolled Pipes Rods SAIL 1954 JSW 2003(1984) Cold rolled sheets and coils ESSAR 1975 Cold rolled sheets and coils Products Hot rolled sheets and coils Hot rolled sheets and coils sheets and coils Cold rolled sheets and coils Cold rolled sheets and coils Galvanized sheets and coils Wires and tubes Hot rolled sheets and coils Galvanized sheets and coils Iron ore pellets Production in million tones Percentage of 9 Production(%) (The numerical data’s might be wrong) 22 8 8 3.3 55 .15 3. most U.5 3.8 9.markets by the 1980s.
SAIL = 22% TATA STEEL = 9% RINL = 7% ESSAR = 8% ISPAT = 6% JSWL = 8% 56 .The respective market share of the major Indian players shown below.
72 2005 = 13019 2006 = 14095.96 2004 = 10572.24 2004 = 12238.63 2005 = 16203.09 2008 = 23184. The company has a strong sales and distribution channel as shown below.61 2006 = 17496. Direct supply chain 21 stockyards 25 consignments agencies Wide network of distributors and retailers 15 external processing agents Comparison of Total Income and Total Expenditure Tata Steel Income 2003 = 9956.26 Tata Steel Expenditure 2003 = 8958.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.48 2007 = 20344.41 2008 = 18535.96 57 .01 2007 = 16204.
45750 2004 = 22. Percentage growth of total income 2003 = 28.97890 2007 = 16.27533 2008 = 13.92422 2005 = 32.Here we see that the sales of TSL has been increasing over the years which is a good sign for the company.39725 2006 = 7.96066 58 .
outside Japan. to be awarded the Diming Application prize for excellence in Total Quality Management for the year 2008.Tata steel India becomes the first integrated steel company in the world. 59 .
DATA ANALYSIS & INTERPRETATION 60 .
9. Joda Khondbond Iron Mine JCO land and Lease JCO Estate & GR HR/IR Department 2. 16.ANALYSIS AND INTERPRETATION The project report is prepared by surveying on a good number of employees from various departments of Tata steel. 6. 61 . V. 8. 7.T. 14. 15. 17. 3. 10. 12. 13. 11.C. 4. 5. Joda Electrical Department And Water Supply Geological Department Hospital JCO Administration Security Department Civil Department TSRDS (Tata Steel Rural Development Service) JEIM (Joda East Iron Mines) Joda East Time Office Joda East Processing Plant Joda East Equipment Chief. Those departments are as follows. Departments 1. Joda east.
There employees has no problem for accommodation in TSL. TSL has its own township. This is the first theory of motivation.1. Joda are satisfied with the accommodation facility provided by the company. provided by the company ? This is the first basic need of a human. The employees of TSL. Accommodation should be situated in a good environment and should be in a good area where one can survive easily. Joda east. but TSL provides accommodation facility to their employees. There are so many big concerns who does not provide accommodation facility to their employees. Are you satisfied with the accommodation facility. 62 .
Keonjhar or to Tata Hospital. They have to go for other Hospitals like District Headquarter Hospital.2. There are 11 doctors and 14 nurses available at Joda East. so the company provides Hospital for the employees. The employees are satisfied for a certain limit. if there is a measure disease arise then there is no arrangements for that. Both those hospitals are nearest to Joda but those has a long distance. TSL has its own township. the health care facility is only for small and normal diseases. 63 .Are you satisfied with the health care facility? Health care is one of the important factor life. with a good number of doctors for all diseases. Jamshedpur. they has a complain also and that is.
The officers of TSL are experienced and permanent. Feeling secure about the increases the morale of the employee.3. TSL employees are feeling secure about their jobs.Are you feeling secure about your job? This is another factor of motivational theory. 64 .
Joda are not satisfied with the schooling facility available at Joda. Every parents want to send their children to a standard school rather than an ordinary school. TSL provides schooling facility for the children of the employees.Are you satisfied with the educational facilities available at Joda for your children ? Education is a most vital part of life now a days. Saraswati Sishu Mandir. Joda High School. All parents wants that their children should know all the aspects that how to cope with the competitive world.ME School. but employees of TSL. Women’s College. Hill Top Primary School. M. The school at Joda is an ordinary one. The various educational institutions are. Joda East UP. Govt.E School. and they want that the company should provide a standard schooling facility.4. Tata Primary School. 65 . etc. Girls High School.
Does the company provides you the standard safety appliances? The first policy of TSL is safety.5. The employees of Joda. The company’s management focused its best in providing the safety appliances to the employees. 66 . TSL are very much satisfied with the safety appliances provided by the company. Joda is the mines division of TSL . Joda. and we could see the hoardings of safety principle every where at TSL.
and employees always suggests outside people to follow the safety standards. 67 . safety is a man made function. if the machine gives a positive isolation.6. it means. Last but not the list. There is a Toxic Detected Machine. 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. then employee should be implemented. on the job training Standard Operating Procedure (SOP) for safety purposes. TSL provides positional training.
divides there work properly. Joda are very much satisfied with there team members.Are you satisfied with your team members at your work place ? The team work exaggerates the morale of the employees and they puts heir best effort. all the employees are co-operative with each other. 68 . They gives respect to each other and they makes fun with each other also. The employees of TSL. All the employees at here shares there information relating their work.7. All the employees are very much co-operative with the outside people also.
Some of them complains that the training and development programs which are provided by the company are not enough for them. this is not a continuous process at TSL. Joda. The unsatisfied employees says that. There are 20% employees are satisfied and 80% are not. 69 .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.8. The employees of TSL are not fully not satisfied with this factor.
bara. such as.Etc.egg)=Rs.etc) Tea=0. There is no charges for accommodation. Canteen. 70 . Every rooms of the office are AC(air condition) fitted.. well furnished rooms with good lighting facility. Lunch (veg)=Rs. electricity and water for employees. Joda employees are satisfied with the welfare facilities.40 paise(samosha.40 paise Etc.9.3 Lunch (non-veg. TSL.4 Breakfast or evening food items =0.) The employees of Joda are satisfied with the welfare facilities which are provided to them. AC’S .piazi. the cost of the foods in the canteen are very low. Are you satisfied with the welfare facilities which are provided to you at the working area ? (eg.
and performance wise they are satisfied with the salary package. When I ask about those unsatisfied employees to employees who spends their long period of time in TSL said that. Are you satisfied with your salary package? This is the question on which no one will give true answer. But there are a few young employees are working there.10. But when I ask the employees of TSL about their salary package according to their performance. They must work at there where they gets the right salary according to there performance and should leave TSL. who are not satisfied with the salary package which they are getting. if they (unsatisfied employees) are not satisfied. then why do they working at here. Because every person wants more and more money than he/she gets and that’s why everyone mustn't satisfied with their salary packages. 71 .
All the employees are very much satisfied with the emergency helping facility. 72 . company helps them by providing sufficient money. The facilities are like. if one of the employees family member or the employee itself suddenly suffers from a measure disease.11. Does the company co-operates and helps you at any emergency time ? TSL co-operates with there employees in an emergency time.
Do you get recognition for your individual/group performance? Near about 85% TSL employees of the survey gets recognition for their individual/group performance. 73 .12. This is another motivational factor which motivates the employees to give their best again and again towards the company. The rest employees don’t get any recognition because they are new.
Some are associated with the community centre and organizes occasional festivals (new year parties). what is that ? There are a less number of employees who are associated with any social activity. etc. and organizes festivals.13. 74 . Are you associated with any social activity ?If yes then. near about 30% of employees are associated. Some are associated with temple committee.
On for the rest items the employees have to spent as per the need. provides grocery items through store with less price than market. because company fulfills all the needs of employees. starting from well facilitate accommodation. medicines from company’s hospital. 75 . etc. Are you maintaining your family comfortably with the salary you have ? All the employees of survey said yes on this question.14.
and all those necessary items which are needed in today’s life style. own car.15. The rest of employees has their own house. own computer/laptop. 76 . Joda. own AC’s. Above 90% of employees has their own house. Which one you possess in life style? This question reflects the quality of life of the employees of TSL.
77 . How much you spent and how much you save in a month? All the employees spent above Rs.16.000.5000 and saves according to their capacity starting from Rs1000 to Rs10.
The following statistical analysis shows how much the employees are satisfied with the company according to questionnaire survey. Are you happy with the followings? Social climate Political climate Economical climate Industrial climate Most of the employees are happy with the above factors. 78 .17.
Time to time company provides health awareness to employees.250-2. Those are Gym-for local people and separated one for TSL employees. national level (individual performance. Joda East provides some other facilities to employees and local people. If the suggestion is accepted and implemented. Health care facilities for Joda people. like Life Line Express. on hold. In this procedure any employee could give suggestion related to their work. state level. Bus to railway station for employees and their family members. group performance). Shabashi bonanza TPM circle competition in division level. 79 . etc.50.TSL. The suggestion could be given by a group of 4 people or by individual. reject. There is a suggestion giving facility also available. There are three stage of process of that suggestion. Two community centers where swimming pool.000. then the suggestion giver will be rewarded from Rs. accept. billiards to play and some other facilities are also available.
FINDINGS & SUGGESTIONS 80 .
just like. DPS (Delhi Public School). The repair and maintenance work of the houses which are provided to the TSL. English medium and minimum upto 10th or 12th class . and others. the company should work more on that and should make it a continues process. company provides a standard quality of life to all employees. TSL could provide more better quality of life at Joda division. The working environment is good. But there are some places where the company should have to make a few rectifications. which are provided at Jamshedpur. Joda employees. 2. etc. This is an off the job facility. 5. DAV. 3. Tata steel should provide city living life for employees of joda. The health care facility could be more standardized.FINDINGS AND SUGGESTIONS TSL’s management fulfills the needs and wants of the employees. Company should provide higher studies facilities for interested employees. 1. but it could be better by renovating the internal infrastructure of the offices of Joda. The training and development program is not good at Joda. 81 . BBSR branch. Company should provide a better schooling facility for Joda division . And school bus for school going children. 4.
CONCLUSION 82 .
who are working for TSL. then he/she must be disturbed at the working duration. The company should provide all those facilities. All the employees are motivated and work together to achieve company’s goal. The employees are very much satisfied. Because of high motivated employees TSL. if an employee wouldn’t able to give time to his/her family. Earning of more and more money is not enough for live the life. then the next responsibility is of the company to provide a better quality of life in return. 83 .CONCLUSION Tata steel limited is one of the best company of India as well as of world. If the employee gives his/her best effort to the company. Joda division increases its production this year from the employees are very lucky. who are working and who will work for TSL. TSL knows for its best TQM and HR policies in the world. which it provides at other offices in India excluding Joda division.
BIBLIOGRAPHY 84 .
Retrieved October 14. R.P. Morris David (January 1980).A.com. Available: http://globeandmail. Development Digest 1: 95–109 ^ "Quality of Life: How Good is Life for You?". Derek. S.I. (2002).co. J. T. Dictionary of Human Geography (5th ed.com www. 9(3). ^ Costanza. C. ^ a b Gregory.co..utoronto. DeVinney. www. L. JONA.com 85 . http://www.google. 19-21. et.in http://globeandmail. Research. ^ Morris. al. 6 April 2006.. eds (June 2009).docstoc.ca/qol/. G. Frost. 32(5).).EN.BIBLIOGRAPHY Fordham. globeandmail.S.com › Education › MBA www. 1 (1) ^ Happiness: Lessons from a New Science.com. and Policy”. (2003.. Drew-Cates. & Davies. "The Physical Quality of Life Index (PQLI)". 2009. Job Satisfaction. Ron. February 5). M. Putting first things first: The quality learning organization. B. J. ISBN 9780141016900. Olsan. Ingersoll.. ISBN 978-14051-3287-9. Environmental issues that affect workplace.tatasteel. Geraldine et al. University of Toronto Quality of Life Research Unit. (2003).in www. SSM. P. "Quality of Life". Johnston. Organizational Commitment and Career Intent. L.tatacommunications. 250-261. London: Penguin.com www. (2008) “An Integrative Approach to Quality of Life Measurement.. Oxford: Wiley-Blackwell. Pratt.tatasteel.
provided by the company? Ans: This is the first basic need of a human. Joda are satisfied with the accommodation facility provided by the company. so the company provides Hospital for the employees.ANNEXURE QUESTIONNAIRE 1. The employees of TSL. TSL has its own township. Employee are satisfied with the accommodation facility. Accommodation should be situated in a good environment and should be in a good area where one can survive easily. 2. Employees are satisfied with the health care facility? Ans: Health care is one of the important factor life. 86 . with a good number of doctors for all diseases.
and performance wise they are satisfied with the salary package. How much you spent and how much you save in a month? Ans: All the employees spent above Rs. 4. 6.5000 and saves according to their capacity starting from Rs1000 to Rs10. But when I ask the employees of TSL about their salary package according to their performance. Joda are very much satisfied with there team members. Do you get recognition for your individual/group performance? [ b ] a) 90% c) 50% b) 85% d) 100% 87 . who prefers to both money and value. Some gives much attention to value. The employees of TSL. they has a complain also and that is. the health care facility is only for small and normal diseases. Which you prefer most in your lifestyle? On this question the employees has a mixed reaction. Are you satisfied with your team members at your work place ? The team work exaggerates the morale of the employees and they puts heir best effort. in case of doctors and some higher post employees.The employees are satisfied for a certain limit. 7. all the employees are co-operative with each other. 000. 5. 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 the number of employees is more. Some gives much attention to money. 3. Are you satisfied with your salary package? This is the question on which no one will give true answer.
TSL provides facilities are like. Are you satisfied with the welfare facilities which are provided to you at the working area ? (eg. if one of the employees family member or the employee itself suddenly suffers from a measure disease. company helps them by providing sufficient money. 10. Every rooms of the office are AC(air condition) fitted. There is a Toxic Detected Machine. AC’S . well furnished rooms with good lighting facility. TSL provides positional training. if the machine gives a positive isolation.Etc. and employees always suggests outside people to follow the safety standards. 9. Joda. this is not a continuous process at TSL. 6667711. it means. 12 Are you associated with any social activity ? 88 . Does the company co-operates and helps you at any emergency time? TSL co-operates with there employees in an emergency time. then employee should be implemented. Last but not the list. Are you feeling safe at your work place with the safety standards maintained at present ? In TSL company at every where we could find safety instruction for employees as well as for out side people. The unsatisfied employees says that.8. safety is a man made function.) The employees of Joda are satisfied with the welfare facilities which are provided to them. the cost of the foods in the canteen are very low. on the job training Standard Operating Procedure (SOP) for safety purposes. Are you satisfied with the training and development programs which are provided by the company ? There are 20% employees are satisfied and 80% are not. Some of them complains that the training and development programs which are provided by the company are not enough for them. Canteen.
The rest employees don’t get any recognition because they are new 89 . Above 90% of employees has their own house.There are a less number of employees who are associated with any social activity. near about 30% of employees are associated. Most of the employees are happy with which factors in the company? Employees are happy with these factors those are Social climate. Political climate . own AC’s. Which one you possess in life style? This question reflects the quality of life of the employees of TSL. and organizes festivals 13. 15.Economical climate Industrial climate. and all those necessary items which are needed in today’s life style 14. own computer/laptop. Do you get recognition for your individual/group performance? Near about 85% TSL employees of the survey gets recognition for their individual/group performance. own car. Some are associated with temple committee. Joda.