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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 1.2 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. CHAPTER 1 1. 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 .3 1. NO.TABLE OF CONTENTS CHAPTER CONTENTS ABSTRACT PG.4 CHAPTER 2 CHAPTER 3 CHAPTER 4 CHAPTER 5 5.1 5.2 1.
marital status. It was also found that job satisfaction and QOL scores showed a significant difference according to their age. The need for studying this project is gathering information and theoretical knowledge about employees. Employees feel very lucky and TSL provide better Quality of work life. The purpose of this study was to determine whether there is a relation between job satisfaction and quality of life (QOL). Through analysis I found that employees are very much satisfied and if the employees gives his/her best effort to the company then. The main objective is to gain an overall idea about the organization. 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. economic level. The employees are highly motivated in TSL. the next responsibility of the Company is to provide a better quality of Life. The results demonstrated a positive correlation between job satisfaction and QOL. and position at work.This is a Project based on “EMPLOYEE SATISFACTION AND QUALITY OF LIFE”. Joda division increases its production this year. 6 . duration of working life.
INTRODUCTION 7 .
It is human asset. The project report is divided in various sections like introduction of the company. Success of an organization mainly depends on the quality of manpower and its performance. 8 . In early days human resource was not taken as an important factor of production. The first among the entrepreneurs who had contributed in the development of human side of production was Robert Owen. In this project I make the survey on the employees of various departments of Tata steel. and English Humanist. training them. facilitating and motivating them to perform at high levels of efficiency. How the Tata steel company (TSL) applies the human resource functions in the organization and out the organization. He took a genuine interest in the welfare of the workers. Human begin was simple treated as log in the movement increasing emphasis has been given to the worker as a whole man. Human resource management(HRM) is responsible for selecting and inducting competent people. The objective of this project is to find out how much the employees are satisfied and what is their quality of life. 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. survey report and conclusion Human resources are on major factors of production. The emergence of Trade Union and their gradual collective power forced some entrepreneurs to give some district feature of human side by production. joda east.INTRODUCTION The human resource of an organization constitutes its entire workforce. It has immense potentialities and it only human resources. topic introduction. But this magnetite was not supported by a major chunk of entrepreneurs. and providing mechanisms to ensure that they maintain their affiliation with the organization. which appreciate with time whereas all other resources undergo the process of depreciation.
9 . Mc Clelland’s Afflation.A number of social scientist advocated their valuable theories towards the beginning of the 20th century. Hence the management must give more emphasis on the human side and their proper utilization. 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. Christ Argyris theory of “four system of Management” is also a milestone in the development of human factor in the production process. Abraham Maslow gave his “Hierarchy of needs” theory. The great “Hawthorne Study “by Elton Mayo’s and colleagues. So the technique and functions of personnel management have now come closely integrated with the overall organization strategies n search of excellence. Today an organization having a good inventory of human resources and a dynamic personnel department is prospective one. material and environmental issue will to be a selfdefecting aim. But the most important in this field was that of Elton Mayo’s Human Relation Approach. Many new experiments such as study of his state university of Michigan etc have developed the branch of Management beyond margin.Achievement theory is well accepted too. 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.
10 . The study of the HRD practices training and development performance appraisal schemes adopted by the organization.OBJECTIVES OF THE STUDY This study program has got the following objectives: • • To gain an overall idea about the organization. • To know the facilities provided to the employees as well as the public by 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 study the statutory and non-statutory welfare practices adopted by organization. • To study organizational culture and style.
requires not only theoretic background but also some practical experience to have some knowledge on day-to-day problem solving. which deals with the most critical and important factor of production. Organizational behavior employer employee relationship and the working environment of the organization in relation to theoretical knowledge. As there is saying. It become complete when added with practical knowledge as the noted truth comes to sight. 11 . is said to be unscientific and unsystematic. 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. Hence one becomes more efficient and effective when a flavor of practical out look is added to the bosky mind. practice makes a man perfect and the knowledge. This does not deal with the practical application. More over the branch of management. As the study has got wide relevance is formulating valid information about the organization.SCOPE OF THE STUDY Gathering information and theoretical knowledge is a part of study. it helps in getting a critical look in to the personnel practices of the organization.
the sampling method has been followed for the study. 12 . The universe of study is very large in which it is difficult to correct information from all the employees. The analysis is based on primary as well as secondary data.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.RESEARCH METHODOLOGY To conduct any research a scientific method must be followed. So. Sample size Data collection Primary data : 50 : The data was collected using an appropriate questionnaire and observing employees Secondary data : Internet.
LIMITATIONS OF THE STUDY 13 .
With growing prosperity and rising wages. workers have achieved a higher 14 .REVIEW OF LITERATURE INDUSTRIAL RELATION “Industrial Relations” poses one of the most delicate and complex problems to modern industrial society.
progressive status dominated secondly group-oriented aspirant and sophisticated class of workers has come in being. and have been a sharp edge because of widespread labour unrest.. 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..standard of living . Under economic factors are included economic organizations. women and children have migrated to few urban Areas.They have acquired. OBJECTIVES OF INDUSTRIAL RELATION The primary objectives of bringing about good and healthy relations employers and employees. vast masses of men. they are conditioned by two sets of determinants industrial factors and economic factors. mobility career patterns have changed. the nature and composition of the labour force and the sources of supply and demand in the labour market. 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. labourers and employers organizations and social institution. 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. for larger section of the people have been hanged. At the same time however. As a result the Government has stepped in and plays an important role in establishing harmonious industrial relations. Ignorant and drenched in poverty. including technology.Singh includes such matters as state policy. capital structure. The organization in which they are employed have ceased to be individually owned and have become corporate enterprises. systems of the power and status motivation and influence. labour legislation. 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. Labour employer relations have therefore become more complex than they were in past. education.V. It is obvious from these facts that industrial relations don’t function in vacuum but are multidimensional in nature. attitudes to work. Under institutional factors Dr. the system of Industrial Relations etc. industrial relation are designed: between 15 . sophistication and greater.B.
strikes. • To establish the growth of an industrial Democracy based on labour partnership in the sharing of profits and of managerial decision. improved living and working conditions. lockouts and gheraos by providing reasonable wages. In other words. harmonious and mutually beneficial relationship between employer and employees. 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. which are essential factor in the productivity of workers and the industrial progress of a country. especially in the context of globalisation and expanding operations. Technical Innovations Tata Steel feels that self-reliance in technology is a pre-requisite for growth. as far as possible and practicable. • 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 eliminate.• 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 safeguard the rights and interests of both labour and management by enlisting the cooperation of both to achieve a sound. • To avoid industrial conflict or strike and develop harmonious relations. The Group's advanced Research and 16 .
Tata Steel has placed a continuous emphasis on improving processes. With globalisation and an increasing scale of operations. Currently. the Company feels that self-reliance in technology has become a virtual pre-requisite to innovation and growth. with a view to consistently enhancing efficiencies. and stands as a testimony to the foresight of the early pioneers and the vision of the founder of the Company. Anticipating the need to become self-reliant in technology. The Company: 1. 17 . The thrust areas also incorporate the projects that were previously a part of Corus’ strategic programme. 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 Netherlands and Rotherham and Teesside. 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. United Kingdom. Formalised the continuous improvement and innovation process under the powerful programme of ASPIRE. The Research Department established by Tata Steel way back in 1935. Over the years. improving quality and thereby achieving better performance benchmarks in all areas of operations. its strength in research and development helping it consistently to meet the challenges of growth and changes over the years. Tata Steel took three steps during 2000-2005 that would help establish it as a leader in chosen technologies.Development centers are competent enough to meet emerging challenges and ensure that the Company always stays ahead of all competition. was the first of its kind in India. the group maintains its own research centres. To stay ahead of competitors.
Tata Steel has been working to enhance customer satisfaction and relationships with existing clients. The Steel Division had undertaken several new initiatives to ‘weather the storm’ in FY 09. in response to current realities of the marketplace. In recent times. the realigned operating strategy takes into account current realities of the marketplace. The Singapore operations reduced the long-term sales contract from one and a half years to three months. Marketing Innovations Assurance. Tata Steel is focusing on positive markets by applying its resources to the core business where they are most needed. reliability and superior brand experience in every segment has always been the key focus for Tata Steel's brand building endeavours. The Singapore operations of NatSteel and the Xiamen operations engaged in efforts to align the price-cost cycle to mitigate risks of price fluctuations. Tata Tiscon increased its share of business through innovative contracting and better availability of material. Identified the key thrust areas of strategic technology development. 3. In order to spread the customer base and get maximum leverage from the economic packages. In addition. 18 . 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. the Tata Steel Group has been concentrating on the geographies that are logistically favourable to its plants in Europe and Asia. As opposed to competitors who split and diversify. enhancement of customer satisfaction and relationships with existing clients. The automotive segment maintained its market leadership winning several accolades from renowned Automobile companies. 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. Established a sound mechanism for capturing new developments and filing them as intellectual property. In the domain of brand building.2. special initiatives were devoted to Government funded projects and the Railways.
Several such initiatives have successfully added value to customers leading to enhanced profitability as a consequence. cost-efficiency and environment-friendly processes.A focus area for Tata Steel European operations have been the continuous enhancement of customer support in the automotive market. These include: 19 . The Tata Steel Group’s programme of RD&T in Europe is funded by separate business units. Tata Steel has. undertaken extensive research in making the process of steelmaking more energy efficient. Apart from its continuous endeavour to improve the quality and quantity of the steel produced. technological self-reliance has become a necessity. In the last few years. over the years. with breakthrough projects receiving direct corporate funding. 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. Tata Steel with its plans for modernisation has ensured that it deploys the best technologies to facilitate quality. Tata Steel has taken a number of initiatives that would consolidate its position as a leader in select technologies. The goal is to foster a technology mindset amongst a cross-section of employees. Strip products division continued its focus on further development of steel grades with high strength coated steels with sophisticated coating properties. economically viable and environmentally sustainable. Research and Development A collaborative approach. Technology Advancements With globalisation and an increasing scale of operations. 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.
process improvement etc.• • • Formalising the continuous improvement process under ASPIRE. product development. A number of individual projects have been taken up in each of the thrust areas and definite benefits have ensued in many significant ways. Research and Development is carried out in the areas of raw materials. 20 . A focus on the Intellectual Property Rights in Tata Steel. Improving blast furnace productivity. Identifying key thrust areas of strategic technology development. blast furnace productivity. Evolving the next generation high strength steels. some of which include: • • • • • • 8% ash in coal without reduction in yield. 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. Lowering phosphorus in steel making. Development of advanced coatings. steel making. keeping these operations in readiness for any challenge. Complete beneficiation of iron ore.
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.TSL aims to pursue management practices designed to enrich the quality of life of its employees.Some of these initiatives include. Tata steel introduced eight(8) hour working time in 1912. before such a 21 . develop their potentials and maximize their productivity. It also aims at ensuring transparency . The company has been known as a leader in introducing various HR practices and setting benchmarks in the global as well as Indian industry . And Workman’s Accident Compensation Scheme (enforced by law in 1924). fairness and equity in all its dealing with its employees. much system was implemented by law even in most western countries. 1920 Tata steel introduced initiatives like leave with pay 1952.
Initiatives TSL Government 22 . 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. Some of these initiatives which were introduced way before enforced are tabulated below. A scheme of retiring gratuity was introduced by Tata steel in 1937 (enforced by law in1972). 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).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.
1934 Profit Sharing Bonus. It is therefore necessary for all managers to understand and give due importance to the different human resource policies and activities in the organization. It examines the various HR processes that are concerned with attracting. 1920 Workers Provident Fund Scheme. The scarcity of talented resources and the growing expectations of the modern day worker have further increased the complexity of the human resource function. especially at a time when the world has become a global village and economies are in a state of flux. 1928 Maternity benefits. managing. 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. motivating and developing employees for the benefit of the organization. 1948 1915 Free Medical Aid. Human Resource Management outlines the importance of HRM and its different functions in an organization.8 hour working day. Even though specific human resource functions/activities are the responsibility of the human resource department. 1920 Workman’s Accident Compensation. Changing trends in 23 . The successful management of an organization's human resources is an exciting. the actual management of human resources is the responsibility of all the managers in an organization. 1912 Not known(but not implemented even in western countries at that time). 1972 1965 1946 1924 1952 1948 Human resources are the most valuable and unique assets of an organization. 1937 Retiring Gratuity. dynamic and challenging task.
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
Many companies also participate in team-building retreats that are designed to have found success. Holding office events. many companies will have mandatory surveys or face-to-face meetings with employees to gain information. Basic considerations like these can improve employee satisfaction. as workers will feel well cared for by their employers. and can be great tools to identify specific problems leading to lowered morale. such as parties or group outings. To measure employee satisfaction. and stay loyal to the company. Yet money cannot solve all morale issues. Strengthen the working relationship of the employees in a non-work related setting. can help build close bonds among workers. Make certain they have a comfortable. Camping trips. allowing workers to keep family photos or small trinkets on their desk can make them feel more comfortable and nested at their workstation. 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. 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. as happy workers will be more likely to produce more. clean break room with basic necessities such as running water. If possible. a bonus may be quickly forgotten as the daily stress of an unpleasant job continues to mount. and if a company with widespread problems for workers cannot improve their overall environment. take fewer days off. 28 . but if done correctly can let the worker know that their voice has been heard and their concerns addressed by those in charge.any company. Of course. allowing workers more freedom to be honest without fear of repercussion. Keep facilities such as bathrooms clean and stocked with supplies. provide amenities to your workers to improve morale. with which many employers have found success. few workers will not experience a boost in morale after receiving more money. Raises and bonuses can seriously affect employee satisfaction. Interviews with company management can feel intimidating. backpacking wars and guide backpacking trips are versions of this type of team-building strategy. which wise employers would do well to implement. There are many factors in improving or maintaining high employee satisfaction. Surveys are often anonymous. and should be given when possible. While an air of professionalism is necessary for most businesses.
the number of children correlates negatively with total tenure years of employment. An easy avenue for employees to discuss problems with upper management should be maintained and carefully monitored. this will increase the level of career satisfaction. together with the total tenure years of employment and with the current employer. Employee satisfaction is the terminology used to describe whether employees are happy and contented and fulfilling their desires and needs at work. age. Human resources are on major factors of production. total tenure years of employment and tenure with current employer correlate positively with QWL.The backbone of employee satisfaction is respect for workers and the job they perform. The need of vast manpower and their importance was realized by some of the progressive entrepreneurs. This means that as age increases. career achievement and QWL. career achievement. motivation. Accordingly. It is human asset. Marital status. this indicates that as age increases. It has immense potentialities and it only human resources. employees should be treated with courtesy and interest. Employee satisfaction is often measured by anonymous surveys administered periodically that gauge employee satisfaction in areas such as management and teamwork. opinions. The emergence of Trade Union and their gradual collective power forced some en+. In turn. which convert the various resources in to the production resources. In early days human resource was not taken as an important factor of production. It also indicates that older respondents had been long in their career and 29 . Human begin was simple treated as log in the movement increasing emphasis has been given to the worker as a whole man. Even if management cannot meet all the demands of employees.41]. Employee satisfaction surveys help employers measure and understand their employees' attitude. the number of children decreased. 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. and satisfaction. In this sample. so does the level of career achievement. which appreciate with time whereas all other resources undergo the process of depreciation. This is consistent with the literature that age positively predicts success presumably because extrinsic outcomes accrue over time [40. In every interaction with management. showing workers that they are being heard and putting honest dedication into compromising will often help to improve morale. education. income. career satisfaction. Success of an organization mainly depends on the quality of manpower and its performance. organizational climate and QWL.
8%) in their career progress but not in terms of career balance (36. 30 . 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. Participation in the work (family) role is made more difficult by virtue of participation in the family (work) role . The results show that the respondents are satisfied with their achievement (63. 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.6%). The higher the income obtained by the respondents.. Some definitions. the respondents did not express the level of satisfaction with their career balance. This is in line with the literature standpoint and expressed in the conflict between work and family life. and in several other situations. Executives who value their career quite highly will find that it affects the amount of time they can devote to the family .had achieved more promotions in their careers than had younger executives . the respondents who worked in MNCs were reported to have a slightly higher level of QWL as compared to those in SMIs.. the higher the level of QWL. models and more. Also. However.
Our definition of quality of life is: The degree to which a person enjoys the important possibilities of his/her life. In the mid 1990s till today faced with challenges of downsizing and corporate restructuring. between the hopes and expectations of a person and their present experience.those 'without which no member of the human race can be happy. 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. Recognizing the subjectivity of QOL is a key to understanding this construct. This issue of meaningful and satisfying work is often merged with discussions of job satisfaction. Enjoyment has two components: the experience of satisfaction and the possession or achievement of some characteristic. and (4) take pride in what one is doing and in doing it well. (3) in which one understands the role one's activity plays in the achievement of some overall goal. 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 enables people who have difficult life circumstances to maintain a reasonable QOL. however. etc . emphasis was increasingly placed on employee-centered productivity programs. (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. the author believed this favorable estimate to QWL instead. Possibilities result from the opportunities and limitations each person has in his/her life and reflect the interaction of personal and environmental factors. There are three distinctive elements of QWL related interventions: (1) a concern about the effect of work on people as well as organizational effectiveness. Meaningful and satisfying work is said to include: (1) an opportunity to exercise one's talents and capacities. the gap. QOL reflects the difference. (2) in an activity thought to be of worth by the individual involved.' What is QOL? QOL may be defined as subjective well-being. to face challenges and situations that require independent initiative and self-direction (and which therefore is not boring and repetitive work). In the 1980s.
The elements that are relevant to an individual's quality of work life include the task. high-involvement aimed at boosting the satisfaction and productivity of workers . Thus. It requires employee commitment to the organization and an environment in which this commitment can flourish . People also conceive of QWL as a set of methods. career achievement and career balance. Literature on QWL is limited and several studies commonly correlates with job satisfaction but no study on QWL has associated with career related factors. which holds that people are the most important resource in the organization as they are trustworthy. to receive constructive suggestions regarding areas they need to work on and to be commended on their job well done. job enrichment. employees during their career will like to experience growth and development. Key words: Quality of work life (QWL). 32 . organizational climate Quality of Work Life (QWL) is a philosophy. responsible and capable of making valuable contribution and they should be treated with dignity and respect . such as autonomous work groups. social environment within the organization.aspirations in today's slow economic growth and reduced opportunities for advancement. Most people want to improve their performance on the job. fulfilling and devoid of stress and other negative personal consequences . a set of principles. QWL is linked to career development and career is evolving from such interaction of individuals within the organizations. the physical work environment. Thus. The result indicates that three exogenous variables are significant: career satisfaction. based on labor-management cooperation. administrative system and relationship between life on and off the job . with 63% of the variance in QWL. QWL consists of opportunities for active involvement in group working arrangements or problem solving that are of mutual benefit to employees or employers. QWL is a comprehensive construct that includes an individual's job related well-being and the extent to which work experiences are rewarding. naturally. there are rising concerns for QWL and for career and personal life planning. This empirical study was done to predict QWL in relation to career-related dimensions. career. QWL encompasses the career development practices used within the organization such as placing clear expectations on employees on their expectations and succession plans. a sense of where one is going in one's work life. 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).
Therefore. the E & E industry creates the largest number of job opportunities. totaling 20. Given that female participation at work is increasing. 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 65.493 in 2002 in the manufacturing projects out of the total of 68. the Malaysian government is particularly keen to seek investment projects which will contribute substantially to technology advancement in areas of automation. quality of work experience rather than work per se became the focus of attention  and workplace wellness is crucial in promoting healthier working environments . If this trend continues. it is difficult to best conceptualize the quality of work life elements . Due to the importance of this industry. (6) constitutionalism in the work organization. In fact. (2) safe and healthy working conditions. employment and exports.  and Hart  found that psychological distress and morale contributed equally to teachers' QWL. This is consistent with the finding that competition in world markets for products in electronics has increased considerably over the past few years. Malaysia's electrical and electronics (E & E) industry is the largest contributor to the country's manufacturing output. consumer and industrial electronics. Indeed. Several published works have addressed the constructs that make up the QWL domain and key elements of QWL programs [1-5. Hence. 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. (3) immediate opportunity to use and develop human capacities. multimedia applications.14]. Moreover.  viewed QWL for academicians 33 . (5) social integration in the work organization. the rising number of two-income households is heightening the concern for employees' quality of work life. They determined that in the work climate of an occupation. digitalization. it is a necessity to evaluate the working environment of the executives in this sector that require medium to high skills. Malaysia's industrial growth has created a high demand for labor in the manufacturing sector.5% during the first six months of the year 2003 .575 . Winter et al. Others such as Pelsma et al. it is apparent that males and females independently will need to take care of both work and home. (7) work and total life space and (8) social relevance of work life. this sector will become even more competitive in the years to come .Accordingly. (4) opportunity for continued growth and security.
4. to the extent it can reasonably afford. This statement could easily understand by the following theory of Abraham Maslow. 2. playground and community centre. job characteristics. Tree plantation in the rehabilitation colony. supervisory. Satisfaction leads to motivation. Development of a model traditional rehabilitation colony in consultation with villagers.as an attitudinal response to the prevailing work environment and posited five work environment domains that include role stress. Tata steel will volunteer its resources. Facilitation of construction of temporary shelter within the allowance. electrification. Building a better Quality of life has always been the purpose of TSL enterprise. water. 3. attitudes and behavior. 5. 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. Rehabilitation colony will have facilities for education. Relation Between Employee Satisfaction and Motivation. Maslow's Hierarchy of Needs 34 . Tata steel believes that the primary purpose of a business is to improve the quality of life of people. structural and sectoral characteristics to directly and indirectly shape academicians' experiences. health and hygiene. Facilitation of construction of the permanent house with the house building assistance. Quality of Life from the view point of TSL Improvement in QOL 1.
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. Higher needs such as social needs and esteem are not felt until one has met the needs basic to one's bodily functioning. 35 . if such needs are not satisfied then one's motivation will arise from the quest to satisfy them. In this regard.If motivation is driven by the existence of unsatisfied needs. when a need is mostly satisfied it no longer motivates and the next higher need takes its place. then it is worthwhile for a manager to understand which needs are the more important for individual employees. low-level needs such as physiological requirements and safety must be satisfied before higher-level needs such as self-fulfillment are pursued. Abraham Maslow developed a model in which basic. such as: • • • • air water nourishment sleep According to Maslow's theory. In this hierarchical model.
Social Needs Once a person has met the lower level physiological and safety needs. External esteem needs are those such as social status and recognition.Safety Once physiological needs are met. higher needs will not receive much attention. the first of which are social needs. if a person feels that he or she is in harm's way. Internal esteem needs are those related to selfesteem such as self respect and achievement. Such needs might be fulfilled by: • • • • Living in a safe area Medical insurance Job security Financial reserves According to Maslow's hierarchy. higher level needs become important. 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". Esteem needs may be classified as internal or external. the need to feel important arises. one's attention turns to safety and security in order to be free from the threat of physical and emotional harm. Some esteem needs are: • • • • Self-respect Achievement Attention Recognition 36 .
as one grows psychologically there are always new opportunities to continue to grow. company events. 37 . Unlike lower level needs. and wages that are sufficient to purchase the essentials of life. There are opportunities to motivate employees through management style. only a small percentage of the population reaches the level of self-actualization. which are energized moments of profound happiness and harmony. this need is never fully satisfied. some examples of which follow: • Physiological needs: Provide lunch breaks. rest breaks. and compensation packages. there are some important implications for management. According to Maslow. 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. Implications for Management If Maslow's theory holds. Self-actualized people tend to have needs such as: • • • • Truth Justice Wisdom Meaning Self-actualized persons have frequent occurrences of peak experiences.• Reputation Maslow later refined his model to include a level between esteem needs and selfactualization: the need for knowledge and aesthetics. job design.
and job security. A Short Introduction to TSL. retirement benefits.5mm to +10mm) and classifier fines (-10mm). Social Needs: Create a sense of community via team-based projects and social events. scrubbing.• Safety Needs: Provide a safe working environment. Equipped with a Wet Processing Circuit and primary and secondary crushing. iron ore at Joda East Iron Mine is extracted by mechanized open cast mining methods in a series of 9 meter high benches.at any time different people • • • may be motivated by entirely different factors. Offer job titles that convey the importance of the position. the manager must be able to recognize the needs level at which the employee is operating. 38 . However. screening and classification facilities. and use those needs as levers of motivation. Esteem Needs: Recognize achievements to make employees feel appreciated and valued. Joda Nearly 50 years old. It is important to understand the needs being pursued by each employee. Self-Actualization: Provide employees a challenge and the opportunity to reach their full career potential. To motivate an employee. the mine is capable of producing sized ore (-37. not all people are driven by the same needs .
Some of the other steel companies are also situated near to Joda. Dolomite from the region is extracted after drilling and blasting in a series of 4 meter high benches. Flux (-40mm to +25mm).The Gomardih (State of Orissa) Dolomite Quarry under the Joda operations is another important minerals resource. The mine has capability to crush and screen the extracted ore in to different product ranges such as Lumps (-75mm to +40mm). The availability of raw material in a huge amount for steel and sponge iron companies makes the environment full of dust. Joda is covered by big iron mountains. Joda East Iron Mines(JEIM) has the capacity of 5 million tone per month. Chips (-25mm to +10mm) and Fines (-10mm). 39 .
COMPANY PROFILE 40 .
tubes.An organization which defined the lives of the people of this small township . located mainly in Bihar and Orissa. also called Tata Steel was envisioned by the great patriot.one force –The dream of one man which shapes the realities of millions world over today . The process of customer satisfaction at Tata Steel. the company is in the business of diverse products. which begins with raw materials preparation. 41 . it is now a state-of-art plant with a rated capacity of three million tones per annum of crude steel. wire rods and bars. such as bearings. located in jamshedpur is Asian first and country’s largest integrated private sector steel plant. steel plant capital equipment and spares. four 4-tonne steam driven blooming mils and a rail and structural mill. cement. is meticulously inter-linked by a quality and value chain at every stage of its operations. Where every child grows up to a dream and to a reality both leading to one organization . shareholders. and founded in 1907. Captive mines and collieries. At present it produces steel mainly in the form of flats. In tune with the vision of its founder. Tata Iron and Steel Company Limited. Tata Steel a role model in fulfilling corporate social responsibilities. Set up with the initial capacity of two 200-tonne blast furnace. 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 is one of the oldest and most successful organization and celebrates the true spirit of steel with Tata steel limited. Jamshedji Nusserwanji Tata. supply the finest grades of feedstock to the steel plant. The company’s steel works. In addition to steel. Tata steel begins its journey from the small own jamshedpur in Jharkhand.One power . and employees.COMPANY PROFILE TISCO. For a company fully mindful of its social responsibilities. etc. the universe of stakeholders extends beyond the realm of customers. Tata Steel has play a pioneering role in integrating professional business practices with exemplary corporate citizenship programmes in India.
which is one of the largest steel producers in the Asia Pacific with presence across seven countries.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). Tata Steel has not limited its operations and businesses within India but has built an imposing presence around the globe as well. In a process of inclusive growth. 42 .000 across five continents. the Company today. Established in 1907.Backed by 100 glorious years of experience in steel making . South East Asia and the Pacific-rim countries.1% equity and Nat Steel Holdings. Tata Steel’s overseas ventures and investments in global companies have helped the Company create a manufacturing and marketing network in Europe. The Group recorded a turnover of Rs. The Group’s South East Asian operations comprise Tata Steel Thailand. Managing a global workforce and setting global benchmarks is primarily about managing diversity. With the acquisition of Corus in 2007 leading to commencement of Tata Steel's European operations. every person contributes to the blueprint of the future and is truly committed to the stated objectives. The Tata Steel Group has always believed that mutual benefit of countries.962 million) in 2008 . in which it has 67. 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. corporations and communities is the most effective route to growth.329 Crores (US$ 28.147.2009. 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. And one of the key requisites for successful diversity management is a shared vision. 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.
Tata Consultancy Services (TCS). The Tata Group of Companies has business operations (114 companies and subsidiaries) in seven defined sectors – Materials. being around $40. Other Group Companies in the different sectors are – Tata Motors. In the face of trying economic challenges in recent times. Indian Hotels. the Tata Group has steered India’s ascent in the global map through its unwavering focus on sustainable development.84 billion. Tata Motors is India’s largest automobile company by revenue and is among the top five commercial vehicle manufacturers in the world. 43 . 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. Tata Power. Consumer Products and Chemicals. The Tata Group has traced a route of growth that spans through six continents and embraces diverse cultures. Jaguar and Landrover are now part of Tata Motor’s portfolio. 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. Services.The Tata Group of Companies has always believed strongly in the concept of collaborative growth. It is currently ranked at no. Energy.2 million. 11 in the global market in terms of revenue and aspires to be in the top 10 by 2010. Tata Communications. the Group’s present shareholder base is 3. The combined market capitalisation of 27 listed companies. Information Technology and Communications. Over 350. 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 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. Tata Tea and Tata Chemicals. Engineering.000 people worldwide are currently employed in the seven business sectors in which the Tata Group Companies operate.
Tata Tea. a UK based consultancy firm after a recent valuation of the Tata brand at $9. the Tata Group is always ready to realise its vision and objectives. 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. In Business Week magazine’s list of the 25 most innovative companies the Tata name appears 13th and The Reputation Institute. 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 has been amongst the most prestigious corporate presences in the world governed by its principles of business ethics.92 billion has ranked it 51st among the world’s top 100 brands. With a holistic approach in all its business operations. economically and socially. he had envisaged India as an independent strength – politically. a loyal and dedicated workforce and its rooted belief in value creation and corporate citizenship. It has a presence in 12 countries in 5 continents. In the road ahead. the Tata Group is focusing on integration of new technologies in its operations and breaking new grounds in product development. When Jamsetji Tata gave shape to his vision of nation building by forming what was to become the Tata Group in 1868. Its foray into international business has been recognised by various bodies and institutions. In order to become a force that the world has to reckon with. Brand Finance.Indian Hotels Company (Taj Hotels. with its major acquisitions like Tetley and Good Earth is at present the second largest global branded tea operation. Through the years. 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. 44 . the Tata Group has always ventured into path breaking territory and pioneered developments in industries of national importance.values and own policies and those are the followings. The company has its own visions .
and creating value with our customers. nurturing talent. • 45 . by providing a safe working place. by fostering team work. • Our offer. enhancing leadership capability and acting with pace. by becoming the supplier of choice. delivering premium products and services. caring for our communities and demonstrating high ethical standards. pride and passion. • Our conduct. processes and products. • Our innovative approach.VISIONS We aspire to be the global steel industry benchmark for Value Creation and Corporate Citizenship. respecting the environment. We make the difference through: Our people. by developing leading edge solutions in technology.
Tata Steel recognizes that while honesty and integrity are the essential ingredients of a strong and stable enterprise. profitability provides the main spark for economic activity. consistent with modern management practices. Overall. Tata Steel strives to strengthen India’s industrial base through the effective utilization of staff and materials. 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. and thereby reaffirms its faith in democratic values.VALUES Trusteeship Integrity Respect for the individual Credibility Excellence MISSION Consistent with the vision and values of the founder Jamsetji Tata. 46 .
This policy shall form the basis of establishing and reviewing the Quality Objectives and shall be communicated across the organization. involving all our employees. We are committed to create value for all our stakeholders by continually improving our systems and process through innovation. 47 . fairness and equity in all its dealing with its employees. develop their potential and maximize their productivity.Some policies: QUALITY POLICY Consistent with the group purpose. It will aim at ensuring transparency. It is committed to equal employment opportunities for attracting the best available talent and ensuring a cosmopolitan workforce. Tata Steel will strive continuously to foster a climate of openness. mutual trust and teamwork. It will pursue management practices designed to enrich the quality of life of its employees. HUMAN RESOURCE POLICY Tata Steel recognizes that its people are the primary source of its competitiveness. Tata Steel shall constantly strive to improve the quality of life of the communities it serves through excellence in all facets of its activities. This policy will be reviewed to align with business direction and to comply with all the requirements of the Quality Management Standard.
legal and other requirements. We will regularly monitor. develop. and go beyond compliance of the relevant industry standards. assess and manage our S&O Hazard/risks. implement and maintain management standards and systems. This responsibility starts with each one of us. 1. We will ensure WILL and SKILL buildup among employees/ contractor OH performance. responsibility and accountability to achieve sound S & We will set objectives – targets. 2. partners to demonstrate their involvement. We will identify. 48 . We are committed to continual improvement in our S & OH performance. review the progress and report.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. Our fundamentals belief is that all injuries can be prevented.
Employees shall be trained to work safely.SAFETY PRINCIPLE Safety is line management responsibility. 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. Felt concern and care for the employee on “24 hours safety” shall be demonstrated by leaders. Working safely shall be condition of employment. 49 . All injuries can be prevented.
We shall develop & rehabilitates abandoned sites through a forestation and landscaping and shall protect & preserve the biodiversity in the areas of our operations. develop. skill and competence of our employee and contactors so as to enable them to demonstrate their involvement.. 3. Tata Steel environmental responsibilities are driven by our commitment to preservation the environment and are integral to the way we do business. assess and mange our environmental impact. implement and maintain management standards and system. 50 . and go beyond compliance of the relevant industry standards legal and other requirements. We are committed to the efficient use of natural resources and energy. Well will enhance awareness.. promoting waste avoidance and recycling measures and product stewardship. We will identify. reducing and preventing pollution. We will set objectives targets. We are committed to continual improvement in our environmental performance. 2. We will regularly monitor review and report publicity our environmental performance. We will truly succeed when we sustain our environmental achievement and are valued by the communities in which we work.ENVIRONMENTAL POLICY 1. responsibility and accountability for sound environmental performance.
Before we discuss at length about the company. TSL is one of the first ventures of Tata Group but it has many other successful companies under its umbrella. Tata Steel will volunteer its resources to the extent it can reasonable afford. Engineering’s Energy Consumer products Materials Chemicals Services Communication and Information System 51 .500 employees in private sector.2% of India’s GDP 38% of Group revenue Over 289. we would lie to throw some light on the Tata Group of companies in couple of years back. The Tata Group 139 years old Group Revenue Total Sales International Income India’s largest employer Strong brand equity US $ 30. Some of the notable Tata concerns are below.0 Billion 3.CORPORATE SOCIAL RESPONSIBILITY POLICY Tata Steel believes that the primary purpose of the business is to improve the quality of life of people. 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.
TCS Asia’s leading software services provider and the first Indian software firm to extend sales of US $ 1000 Million. largest producers of synthetic Taj Largest hotel chain in India. Largest power generating supplier in the private sector in India. Tata Communication Leading ILD telecommunication service provider in India. 52 . Tata Chemicals One of the worlds soda ash. Largest integrated tea company in India.Tata Motors Tata Tea Tata Power Leading Auto Company in India in terms of revenues.
2005 and 2001. 53 .30 million tones per annum of crude steel production capacity.Tata Steel Ltd. With CORUS acquisition .Ranked 315th on Fortune to Global 500 (post the Corus in acquisition)2007. Formerly known as Tata Iron and Steel Company Limited (TISCO). reaches out to a premium audience of corporate leaders.82. Tata Review.TSL is worlds 6th largest steel producer .Listen BSE and NSE . 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.Ranked ‘Best Steel Maker’ by World Steel Dynamics in 2006.Jharkhand and registered office in Mumbai. Some major national steel producers or competitors are follows.700 employees . 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. a quarterly magazine that has been in print for the past 55 years. 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.Headquartered Jamshedpur . An Overview Established in 1907 by Jamsetji Nusserwanji Tata in Jamshedpur. government officials and opinion makers.
by 2011. Definitions of Total Quality Management vary according to the specific context within which managers and practitioners operate. but it as well enhances product design. after World War II for improving the production quality of goods and services. W. capacity expansion in India is one of the key strategies for Tata Steel. the Company commissioned its 1. which require a definitive management approach to ensure complete efficiency and productivity. reduces costs. as a new system of principles. above all. The mines have successfully offered raw material security and have partially insulated Tata Steel from the volatility of the global markets. Edwards Deming. 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. and practices needed to manage a company in order to provide customer satisfaction in a rapidly changing global economy. who adopted it in 1950 to resurrect their postwar business and industry. however. 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. 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. The Company has. Total Quality Management has surfaced as one of the most respected. Among the many quality management theories research in a literature review. The concept of Total Quality Management was originally developed by the American.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.8 million tonnes of crude steel making capacity at Jamshedpur. Using Total Quality Management not only eliminates product and service defects. used it to dominate world 54 . Total Quality Management is generally recognized. changes the culture of organizations and improves the quality of work life. The long-term strategy is to continue to pursue capacity expansion in India through Greenfield projects as well. In the financial year 2008-09. tools. which will be further augmented by 3 million tonnes through the ongoing brownfield expansion. The idea was not seriously regarded by Americans until after the Japanese. therefore. speeds service. and.
By then. most U.8 9.S. 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. 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.markets by the 1980s.15 3.3 55 .5 3.
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.
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 = 9956.01 2007 = 16204.26 Tata Steel Expenditure 2003 = 8958.61 2006 = 17496.96 2004 = 10572.72 2005 = 13019 2006 = 14095.96 57 .24 2004 = 12238.48 2007 = 20344.41 2008 = 18535.63 2005 = 16203. The company has a strong sales and distribution channel as shown below.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.09 2008 = 23184.
45750 2004 = 22.96066 58 .97890 2007 = 16.27533 2008 = 13. Percentage growth of total income 2003 = 28.39725 2006 = 7.92422 2005 = 32.Here we see that the sales of TSL has been increasing over the years which is a good sign for the company.
to be awarded the Diming Application prize for excellence in Total Quality Management for the year 2008. 59 . outside Japan.Tata steel India becomes the first integrated steel company in the world.
DATA ANALYSIS & INTERPRETATION 60 .
15. 16. 3. 7. 17. 10. 12. 61 . 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.C. 13. 14.ANALYSIS AND INTERPRETATION The project report is prepared by surveying on a good number of employees from various departments of Tata steel. V. 9. 8. Joda Khondbond Iron Mine JCO land and Lease JCO Estate & GR HR/IR Department 2. Those departments are as follows. 6. 11. 5. Departments 1. Joda east. 4.T.
1. TSL has its own township. provided by the company ? This is the first basic need of a human. There employees has no problem for accommodation in TSL. Joda are satisfied with the accommodation facility provided by the company. Joda east. Accommodation should be situated in a good environment and should be in a good area where one can survive easily. The employees of TSL. Are you satisfied with the accommodation facility. This is the first theory of motivation. 62 . but TSL provides accommodation facility to their employees. There are so many big concerns who does not provide accommodation facility to their employees.
They have to go for other Hospitals like District Headquarter Hospital. Both those hospitals are nearest to Joda but those has a long distance.2. Jamshedpur. so the company provides Hospital for the employees. if there is a measure disease arise then there is no arrangements for that. There are 11 doctors and 14 nurses available at Joda East. TSL has its own township. The employees are satisfied for a certain limit. with a good number of doctors for all diseases. the health care facility is only for small and normal diseases. they has a complain also and that is.Are you satisfied with the health care facility? Health care is one of the important factor life. 63 . Keonjhar or to Tata Hospital.
3. Feeling secure about the increases the morale of the employee. 64 . The officers of TSL are experienced and permanent. TSL employees are feeling secure about their jobs.Are you feeling secure about your job? This is another factor of motivational theory.
4. Saraswati Sishu Mandir. Hill Top Primary School. Joda High School. Women’s College. Govt. and they want that the company should provide a standard schooling facility. The various educational institutions are. The school at Joda is an ordinary one.ME School. Joda East UP.Are you satisfied with the educational facilities available at Joda for your children ? Education is a most vital part of life now a days. Girls High School. M. TSL provides schooling facility for the children of the employees. but employees of TSL. All parents wants that their children should know all the aspects that how to cope with the competitive world. Joda are not satisfied with the schooling facility available at Joda.E School. etc. Every parents want to send their children to a standard school rather than an ordinary school. 65 . Tata Primary School.
Does the company provides you the standard safety appliances? The first policy of TSL is safety. The employees of Joda. Joda. TSL are very much satisfied with the safety appliances provided by the company. Joda is the mines division of TSL . and we could see the hoardings of safety principle every where at TSL. The company’s management focused its best in providing the safety appliances to the employees.5. 66 .
Last but not the list.6. 67 . it means. 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. There is a Toxic Detected Machine. safety is a man made function. if the machine gives a positive isolation. then employee should be implemented. TSL provides positional training. 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. on the job training Standard Operating Procedure (SOP) for safety purposes.
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 very much co-operative with the outside people also. All the employees at here shares there information relating their work. The employees of TSL. They gives respect to each other and they makes fun with each other also.7. 68 . Joda are very much satisfied with there team members. divides there work properly. all the employees are co-operative with each other.
this is not a continuous process at TSL. The unsatisfied employees says that.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. Some of them complains that the training and development programs which are provided by the company are not enough for them. 69 . There are 20% employees are satisfied and 80% are not. The employees of TSL are not fully not satisfied with this factor.8. Joda.
TSL. AC’S .Etc.piazi. well furnished rooms with good lighting facility.egg)=Rs..etc) Tea=0. such as. Lunch (veg)=Rs.40 paise Etc.) The employees of Joda are satisfied with the welfare facilities which are provided to them.3 Lunch (non-veg. Are you satisfied with the welfare facilities which are provided to you at the working area ? (eg. the cost of the foods in the canteen are very low. Every rooms of the office are AC(air condition) fitted. Canteen. There is no charges for accommodation.9.4 Breakfast or evening food items =0.40 paise(samosha. 70 . electricity and water for employees.bara. Joda employees are satisfied with the welfare facilities.
if they (unsatisfied employees) are not satisfied. Are you satisfied with your salary package? This is the question on which no one will give true answer. 71 . When I ask about those unsatisfied employees to employees who spends their long period of time in TSL said that. They must work at there where they gets the right salary according to there performance and should leave TSL. But there are a few young employees are working there. then why do they working at here. 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.10. Because every person wants more and more money than he/she gets and that’s why everyone mustn't satisfied with their salary packages. who are not satisfied with the salary package which they are getting.
Does the company co-operates and helps you at any emergency time ? TSL co-operates with there employees in an emergency time.11. 72 . company helps them by providing sufficient money. if one of the employees family member or the employee itself suddenly suffers from a measure disease. The facilities are like. All the employees are very much satisfied with the emergency helping facility.
Do you get recognition for your individual/group performance? Near about 85% TSL employees of the survey gets recognition for their individual/group performance. 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.12. 73 .
and organizes festivals. 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. etc. 74 . Some are associated with temple committee.13. near about 30% of employees are associated. Some are associated with the community centre and organizes occasional festivals (new year parties).
provides grocery items through store with less price than market. medicines from company’s hospital. 75 . On for the rest items the employees have to spent as per the need.14. Are you maintaining your family comfortably with the salary you have ? All the employees of survey said yes on this question. etc. because company fulfills all the needs of employees. starting from well facilitate accommodation.
76 . 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. own AC’s.15. The rest of employees has their own house. Joda. own computer/laptop. and all those necessary items which are needed in today’s life style. own car.
000.16.5000 and saves according to their capacity starting from Rs1000 to Rs10. How much you spent and how much you save in a month? All the employees spent above Rs. 77 .
The following statistical analysis shows how much the employees are satisfied with the company according to questionnaire survey. 78 .17. Are you happy with the followings? Social climate Political climate Economical climate Industrial climate Most of the employees are happy with the above factors.
250-2. 79 . Time to time company provides health awareness to employees. accept. The suggestion could be given by a group of 4 people or by individual. Two community centers where swimming pool. on hold. In this procedure any employee could give suggestion related to their work. Shabashi bonanza TPM circle competition in division level. billiards to play and some other facilities are also available. Joda East provides some other facilities to employees and local people. like Life Line Express. group performance). Bus to railway station for employees and their family members. reject. If the suggestion is accepted and implemented. Health care facilities for Joda people. national level (individual performance. etc.50. then the suggestion giver will be rewarded from Rs. state level. There are three stage of process of that suggestion.TSL. There is a suggestion giving facility also available. Those are Gym-for local people and separated one for TSL employees.000.
FINDINGS & SUGGESTIONS 80 .
BBSR branch. English medium and minimum upto 10th or 12th class . 81 . TSL could provide more better quality of life at Joda division. 1. 2. company provides a standard quality of life to all employees. Company should provide a better schooling facility for Joda division . 5. the company should work more on that and should make it a continues process. But there are some places where the company should have to make a few rectifications.FINDINGS AND SUGGESTIONS TSL’s management fulfills the needs and wants of the employees. The working environment is good. etc. 3. which are provided at Jamshedpur. The repair and maintenance work of the houses which are provided to the TSL. This is an off the job facility. just like. 4. Company should provide higher studies facilities for interested employees. Tata steel should provide city living life for employees of joda. The health care facility could be more standardized. The training and development program is not good at Joda. but it could be better by renovating the internal infrastructure of the offices of Joda. DPS (Delhi Public School). And school bus for school going children. and others. DAV. Joda employees.
CONCLUSION 82 .
All the employees are motivated and work together to achieve company’s goal. Earning of more and more money is not enough for live the life. TSL knows for its best TQM and HR policies in the world. 83 . Joda division increases its production this year from the employees are very lucky. if an employee wouldn’t able to give time to his/her family. 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. The company should provide all those facilities. which it provides at other offices in India excluding Joda division. Because of high motivated employees TSL. who are working and who will work for TSL. The employees are very much satisfied.CONCLUSION Tata steel limited is one of the best company of India as well as of world. then he/she must be disturbed at the working duration. who are working for TSL.
BIBLIOGRAPHY 84 .
S.co.in www. M.. Drew-Cates. "Quality of Life". http://www. Development Digest 1: 95–109 ^ "Quality of Life: How Good is Life for You?". G. al. ISBN 9780141016900. Retrieved October 14.ca/qol/. 1 (1) ^ Happiness: Lessons from a New Science. Pratt. Derek. L. Ron.com www. Environmental issues that affect workplace. S. ^ Morris. C. Putting first things first: The quality learning organization.tatasteel. (2003. J. (2008) “An Integrative Approach to Quality of Life Measurement. Organizational Commitment and Career Intent.. London: Penguin. JONA. ^ a b Gregory. R. ^ Costanza. 250-261. 32(5).com. P. et. (2002).BIBLIOGRAPHY Fordham. and Policy”.). ISBN 978-14051-3287-9. Available: http://globeandmail.EN.com. Johnston. 9(3).in http://globeandmail... Geraldine et al.com www. www.google. Job Satisfaction. Frost.P.tatacommunications. "The Physical Quality of Life Index (PQLI)".com 85 ..com › Education › MBA www. Dictionary of Human Geography (5th ed. 2009. L. globeandmail. (2003). SSM. University of Toronto Quality of Life Research Unit. Morris David (January 1980). Research. T.tatasteel.co. B. J. February 5).utoronto. eds (June 2009). & Davies.A. Olsan. 6 April 2006. DeVinney. Oxford: Wiley-Blackwell.docstoc. Ingersoll.I. 19-21.
Employee are satisfied with the accommodation facility. TSL has its own township. Accommodation should be situated in a good environment and should be in a good area where one can survive easily. so the company provides Hospital for the employees. 2. with a good number of doctors for all diseases. Employees are satisfied with the health care facility? Ans: Health care is one of the important factor life. The employees of TSL. Joda are satisfied with the accommodation facility provided by the company. provided by the company? Ans: This is the first basic need of a human.ANNEXURE QUESTIONNAIRE 1. 86 .
in case of doctors and some higher post employees. the health care facility is only for small and normal diseases. 6. The employees of TSL. all the employees are co-operative with each other. who prefers to both money and value. 7. Some gives much attention to money. 5. How much you spent and how much you save in a month? Ans: All the employees spent above Rs. 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. Some gives much attention to value. Which you prefer most in your lifestyle? On this question the employees has a mixed reaction.The employees are satisfied for a certain limit. Do you get recognition for your individual/group performance? [ b ] a) 90% c) 50% b) 85% d) 100% 87 . 4. But the number of employees is more. Are you satisfied with your salary package? This is the question on which no one will give true answer. they has a complain also and that is. and performance wise they are satisfied with the salary package.5000 and saves according to their capacity starting from Rs1000 to Rs10. 000. 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. Joda are very much satisfied with there team members. 3.
well furnished rooms with good lighting facility. Last but not the list. it means.8. company helps them by providing sufficient money. 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. Every rooms of the office are AC(air condition) fitted. if one of the employees family member or the employee itself suddenly suffers from a measure disease. this is not a continuous process at TSL. 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. TSL provides positional training. 12 Are you associated with any social activity ? 88 . safety is a man made function. Canteen. The unsatisfied employees says that. then employee should be implemented. Joda. Some of them complains that the training and development programs which are provided by the company are not enough for them. and employees always suggests outside people to follow the safety standards.) The employees of Joda are satisfied with the welfare facilities which are provided to them. if the machine gives a positive isolation. the cost of the foods in the canteen are very low. 9. AC’S . Are you satisfied with the welfare facilities which are provided to you at the working area ? (eg. Does the company co-operates and helps you at any emergency time? TSL co-operates with there employees in an emergency time. 10. on the job training Standard Operating Procedure (SOP) for safety purposes. 6667711.Etc. TSL provides facilities are like. There is a Toxic Detected Machine.
Most of the employees are happy with which factors in the company? Employees are happy with these factors those are Social climate. The rest employees don’t get any recognition because they are new 89 . Which one you possess in life style? This question reflects the quality of life of the employees of TSL.Economical climate Industrial climate. own car.There are a less number of employees who are associated with any social activity. Some are associated with temple committee. Political climate . Do you get recognition for your individual/group performance? Near about 85% TSL employees of the survey gets recognition for their individual/group performance. near about 30% of employees are associated. and all those necessary items which are needed in today’s life style 14. Above 90% of employees has their own house. own computer/laptop. Joda. and organizes festivals 13. own AC’s. 15.
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