CONT ACT

:
Tata Steel Growth Shop(Design cell) 3rd Floor, Commercial Center TATA STEEL LIMITED Jamshedpur 831001,Jharkhand,India Tel:+91-657-2426950/2432162 Fax:+91-657-2431917 Works Tata Steel Growth shop Adityapur complex, P.O. Gamharia, Jharkhand 832108,India Tel:+91-657-6511388/2387512

1

EMPL OYEE S ATISF ACTION SUR VEY 2009 FOR T ATA STEEL GR OWTH SHOP
J AMSHEDPUR

BY

:

P AR VEEN SI NGH TEL : +919958598663

GREA

TER NOID A

2

India is considered as a developing country but at a slow pace, one of the reasons for which is the misutilization of the resources in all respect. These drawbacks can be overcome by sharpening our managing techniques, promoting training and development programmes etc for the efficient working of the organization and maintaining harmonious relations among the employees of the hierarichal structure in the company. It is very important for the employees to be satisfied and motivated so that they can give their hundred percent to their work, to develop and prosper at a faster pace. Practically observation of an industrial functioning is an important method in the study of management. It provides first hand information regarding the functioning of an industry and different problems faced in the practical field. Rapid growth of an industry and social awareness of labor have necessitated labor welfare activities and relation between employees and management. Employee’s satisfaction is an essential element for industrial growth and increasing productivity and economy of the country. The focus of my study is to take analytical study of employee’s satisfaction.

3

ACKNOWLED GE MENT
I wish to express my sincere gratitude to the Human
Resource department of TATA STEEL GROWTH SHOP for allowing me to study the various functions of personnel department as required for the making of the project. It gave me an opportunity to understand the practical aspects of the TGS. I am deeply indebted to Mr. Amitabh Jha (Head HR/IR) and Mr. Kenneth Ekka (senior manager HR/IR) for all the help, cooperation and guidance given. I would specially thank Mr. Ekka for sharing his knowledge, experience and spending his precious time despite his busy schedule during my summer training project at TGS. Lastly, I feel privileged for getting an opportunity to undergo training in an esteemed organization like TATA STEEL GROWTH SHOP, JAMSHEDPUR.

4

EXECUTIVE SUMMAR

Y

Employee satisfaction generates a feeling of well being and belongingness with the organization. The greater truth is the fact that in a globally competitive environment, it is an effective tool that can improve productivity and consequently impact the bottom line of the company. Our topic of research “A study of employee satisfaction at TATA GROWTH SHOP” aims at finding the different level of employee satisfaction with respect to the service provided to them. The dimensions which we have covered are Goals, The Job, The Work Environment, Communication, Leadership and Management, Decision Making, Rewards and Recognition, Training and development, Work Discipline and The Company. This survey was conducted in the following departments of TGS: 1. Machine Shop 2. Fabrication & Welding 3. Assembly 4. Maintenance 5. Quality Assurance 6. Security 7. Stores 8. Accounts 9. Human Resource/Industrial Relation In the project, quantitative findings have been shown on the basis of the survey done in the various departments. It has been presented graphically as well as data wise. Qualitative findings have been done on the basis of likes and dislikes of the employees regarding the company. Data analysis have been done : 1. Dimension wise 2. Department wise 3. Work Experience wise 4. As a whole

5

Recommendations and suggestions have been given on the basis of findings and analysis

CONTENTS
 Intr oduction


 


       


of Tata S teel Intr oduction of TGS Intr oduction of Pr oject T opi c Ob ject iv e of T he Pr oject Scope & Li mi ta tions Def init ion of Resear ch Ob ject iv e of T he Study Resear ch De si gn Samp le D es ign Co llec tion of Data Find ings & Anal ysi s Find ings : Quant it ati ve : Qua li ta ti ve Anal ys is : Di men sion W ise : Depar tment W ise : Wor k Experi ence W ise : Ov er al l Conc lu si on Reco mmenda tions Bi bl io g r aph y

A ppendix  Information Regarding Calculations

6

Consistent with the vision of the founder JAMSHEDJI TATA; Tata steel strives to strengthen India’s industrial base through the effective utilization of men and material. The means envisaged to achieve this are high technology and productivity, consistent with modern management practices. Tata steel recognizes that honesty and integrity are essential ingredients of a strong and stable enterprises, profitability provides the main spark for economic activity. Over all the company seeks to scale heights of excellence in all that it does in an atmosphere free from fear, and one which encourages innovativeness and creativity.

7

We aspire to be the global steel industry benchmark for Value Creation and Corporate Citizenship. We make the difference through:

Our people, by fostering team work, nurturing talent, enhancing leadership capability and acting with pace, pride and passion. Our offer, by becoming the supplier of choice, delivering premium products and services, and creating value with our customers. Our innovative approach, by developing leading edge solutions in technology, processes and products. Our conduct, by providing a safe working place, respecting the environment, caring for our communities and demonstrating high ethical standards.

8

STR ATEG IC G OALS
    Create a culture of continuous learning and change Achieve world class status in services and products Reach the status of the most competitive steel producer Establish industry leadership

HUM AN RE SO UR CE POL IC Y
Tata steel recognizes that its people are the primary source of its competitiveness. It is committed to equal employment opportunities for attracting the best available talent and ensuring a cosmopolitan work force. It will pursue management practices designed to enrich the quality of life its employees, develop their potential and maximize their productivity. It will aim at ensuring transparency, fairness and equity in all it’s dealings with its employees. Tata steel will strive continuously to foster of openness, mutual trust and team work.

9

Backed by 100 glorious years of experience in steel making, Tata Steel is the world’s 6th largest steel company with an existing annual crude steel production capacity of 30 Million Tones Per Annum (MTPA). Established in 1907, it is the first integrated steel plant in Asia and is now the world’s second most geographically diversified steel producer and a Fortune 500 Company. Tata Steel has a balanced global presence in over 50 developed European and fast growing Asian markets, with manufacturing units in 26 countries. It was the vision of the founder; Jamsedji Nusserwanji Tata., that on 27th February, 1908, the first stake was driven into the soil of Sakchi. His vision helped Tata Steel overcome several periods of adversity and strive to improve against all odds. Tata Steel’s Jamshedpur (India) Works has a crude steel production capacity of 6.8 MTPA which is slated to increase to 10 MTPA by 2010. The Company also has proposed three Greenfield steel projects in the states of Jharkhand, Orissa and Chhattisgarh in India with additional capacity of 23 MTPA and a Greenfield project in Vietnam. Through investments in Corus, Millennium Steel (renamed Tata Steel Thailand) and Nat Steel Holdings, Singapore, Tata Steel has created a manufacturing and marketing network in Europe, South East Asia and the pacific-rim countries. Corus, which manufactured over 20 MTPA of steel in 2008, has operations in the UK, the Netherlands, Germany, France, Norway and Belgium. Tata Steel Thailand is the largest producer of long steel products in Thailand, with a manufacturing capacity of 1.7 MTPA. Tata Steel has proposed a 0.5 MTPA mini blast furnace project in Thailand. Nat Steel

10

Holdings produces about 2 MTPA of steel products across its regional operations in seven countries. Tata Steel, through its joint venture with Tata Blue Scope Steel Limited, has also entered the steel building and construction applications market. The iron ore mines and collieries in India give the Company a distinct advantage in raw material sourcing. Tata Steel is also striving towards raw materials security through joint ventures in Thailand, Australia, Mozambique, Ivory Coast (West Africa) and Oman. Tata Steel has signed an agreement with Steel Authority of India Limited to establish a 50:50 joint venture company for coal mining in India. Also,Tata Steel has bought 19.9% stake in New Millennium Capital Corporation, Canada for iron ore mining. Exploration of opportunities in titanium dioxide business in Tamil Nadu, Ferrochrome plant in South Africa and setting up of a deep-sea port in coastal Orissa are integral to the Growth and Globalization objective of Tata Steel. Tata Steel’s vision is to be the global steel industry benchmark for Value Creation and Corporate Citizenship. Tata Steel India is the first integrated steel company in the world, outside Japan, to be awarded the Deming Application Prize 2008 for excellence in Total Quality Management.

11

PR ODUC TS

Tata Steel’ s J amshedpu r W or ks pr oduces hot and cold r olled coils and sheet s, galvaniz ed sheet s, tubes, wir e r ods, constr uction rebar’ s and bearings. I n an a ttemp t to 'discommodi ties' steel, T ata Steel has intr oduced br ands lik e T ata Steelium (the w or ld' s fir st br anded Cold R olled Steel), T ata S haktee (Galvaniz ed Cor r uga ted Sheets), T ata Tiscon (r e-bar s), T ata Bearings, T ata Ag rico (hand tools and implements), T ata W ir on (galvaniz ed wir e pr oducts), T ata Pipes (pipes f or constr uc tion) and T ata Str uctur a (contempor ar y const r uction ma terial).A pa r t fr om these pr oduct br ands, the company also has in its f olds a ser vice br and called “steeljunc tion”. Cor us’ main oper ating division s comprise Strip Pr oducts, Long Pr oducts and Distribu tion & Building System s Divi sion. T he Na t Steel g roup pr oduces constr uc tion g rade steel suc h as rebar’ s, ‘cut- and-bend’ ca ges f or constr uc tion, mesh, pr eca ge bor e pile, PC wir es and PC str and. Tata Steel T hailand pr oduces r ound bar s and def or med bar s f or the const r uction indust r y.

12

COR PO RATE S UST AIN AB IL ITY
Regarded globally as a benchmark in corporate social responsibility, Tata Steel's commitment to the community remains the bedrock of its hundred years of sustainability. Its mammoth social outreach programme covers the company-managed city of Jamshedpur and over 800 villages in and around its manufacturing and raw materials operations through uplift initiatives in the areas of income generation, health and medical care, education, sports, and relief. The Company, fully conscious of its responsibilities to the future generations, has always taken pro-active measures to ensure optimum utilization of natural resources. This is reflected in the ISO-14001 certification that all its operations have achieved for environment management. The SA 8000 certification for work conditions and improvements in the workplace at the steel works in Jamshedpur, along with its Ferro Alloys and Minerals Division, is a reiteration of its commitment towards the Company's employees. Tata Steel has pioneered numerous employee welfare measures such as the 8 hours working day and the three tier joint consultation system of management which have been the platform for nearly 80 years of industrial harmony in its Steel Works in Jamshedpur.

13

AWARD S AND R EC OGNI TI ONS

Tata Steel India awarded the Deming Application Prize 2008 for excellence in Total Quality Management. It is the first integrated steel company in the world, outside Japan to get this award. World Steel Dynamics has ranked Tata Steel as the world's best steel maker (for two consecutive years) in its annual listing in February 2006. Tata Steel has been conferred the Prime Minister of India's Trophy for the Best Integrated Steel Plant five times. It has been awarded Asia's Most Admired Knowledge Enterprise award five times in 2003, 2004, 2006, 2007 and 2008. Conferred the prestigious Global Business Coalition Award for Business Excellence in the Community in recognition of its pioneering work in the field of HIV/ AIDS awareness. Tata Steel works has been conferred the prestigious social accountability (SA) 8000 certification by social. Accountability international (SAI), USA. It is the first steel company in the world to receive this certificate. Corporate Sustainability Report of Tata Steel hailed by United Nation's Environment Programme (UNEP) and Standard and poor as strongest, submitted by any corporate house from emerging economies. Best governed company Award 2006 for setting high standards in governance practices. Tata Steel won "Award for Corporate Social Responsibility in Public health" by USIndian Business Council (USIBC), Population Services International (PSI) and the center for Strategic and International Studies (CSIS) in 2007.

• • • •

• •

14

Tata Steel Growth Shop (TGS), a division of Tata Steel Ltd. is spread in an area of more than 350 acres of land at Gamharia, Dist - Saraikela, about 16 Kms from Jamshedpur, 250 Kms from Kolkata in eastern part of India. The complex houses 9 covered sheds covering an area of above 72000 Sq meters. The main strength of the Growth Shop is its multidisciplinary engineering approach for the Design, Manufacturing & Supply of high precision equipment for various industrial sectors such as:
• • • • • •

Steel Aluminum Energy & Power Railways Cement Aviation & Space Research etc.

The Manufacturing facilities include an excellent machining facility, one of the best in the country, a large & well equipped fabrication & welding shop with crane lifting capacity of more than 100T, a big assembly shop to carry any complicated precise assembly and a heat treatment shop. Stringent Quality Control checks are ensured by a well equipped Quality Assurance department having wide range of testing & Inspection facilities. The best in class facilities are manned with highly skilled people in each area from designing to manufacturing and quality inspection, thus delivering the world class products.

15

The product range include Steel plant equipment like Blast Furnace, Torpedo Ladle Cars, Caster Equipment, Transfer Cars, Ladles, Rolling Mills Equipment, Steel Melting Shop Equipment, Sponge Iron Plant Equipment, EOT Cranes up to 500T Capacity, Pot Tending Machines for Aluminum Industry, Diesel Locomotive Parts like 16 Cylinder & 6 Cylinder Engine Blocks, Crank Case, Under Frame Kit, Floor Frame Assembly, Hydro & Thermal Power Plant Equipment like Spiral Casing, Draft Tube, Pit Liners, Rope Drums, Stator Frames, Fabricated Structures etc. One of the major strength of TGS is its ability to deliver the products faster than the normal market lead time. This had been possible with the tremendous synchronization and control in the flow which could be achieved across the functions and various facilities. Commensurating with the above TGS has the customer Mantra of "Creating Time Value for its Customers" and had been able to create substantial benefits for the customers in terms of reducing the project lead time.

16

ORGA NIZA TIO N ST RUCT UR E

17

VAL UE D CUST OME RS OF TGS

Sector

Product

Customer

18

Domestic

STEEL

Steel Plant Equipment & Spares

Bokaro Steel Plant Bhilai Steel Plant Rourkela Steel Plant Durgapur Steel Plant JVSL Steel Plant JSPL Steel Plant INDOMAG VAI Concast MECON Usha Martin Salem Steel Tinplate Company of India Ltd NALCO

Aluminum

Aluminum Plant Equipment & Spares

BALCO HINDALCO

ISRO

Equipment for 2nd Launch MECON Pad NICCO

Oil & Natural Gas

Pressure vessels

Engineers India Ltd. IOCL, Haldia

Thermal Power Nuclear Power

EOT Cranes for Power Plant EOT Cranes equipment Equipment for Non Reactor Zone Radial Gates, Flap Gates, etc Draft tubes, Extra large

BHEL, Trichy / Delhi NPCIL, Mumbai BARC, Mumbai Jai Prakash Industries Tehri hydro power ltd. 19

Exports

Middle East Steel Plant Equipment & Spares Steel Plant Equipment & Spares Cement Plant Equipment Collector Bars Europe UK Chock, Rolls, Equipment Crusher components Steel Plant Equipment & Spares Roof Bolts, Crusher parts Australia Chocks, Rolls, etc. Crust Breakers, Scoops, Collector bars, Rolls, etc. Saudi Iron & Steel, Middle East Qatar Steel ,Middle East Saudi Cement Company Dubai Aluminum, Middle East Thyssen Steel, EUROPE Nordberg, EUROPE VAI, UK Mining Sector, Australia Steel Sector, Australia Aluminum Sector, Australia

20

PR ODUC TS INDU STR IA L E QU IP MENTS

F OR
COKE SINTER PLANT

        

Coke Transfer car Daub Car Tar Catch Tank Electrostatic Tar Precipitator Stamp Charging & Pushing Machine Coke Breeze Scrapper Electric Locomotives Quenching Car Ram machine

21

 Door Extractor

FO R
BLAST FURNACE TGS has been involved in the up-gradation of the existing Blast Furnaces to higher capacity as well as manufacturing of new ones. Tata steel’s H-Blast furnace manufactured by TGS is the biggest blast furnace in India with the capacity of about 3800 M3.

The various supplies for the blast furnace equipments includes:
              Blast Furnace Shells Hot Blast Stoves Dust Catcher Bustle Pipe Variable Throat Armour Uptake & Downcomer Scrubber Mudgun Revolving Distributor Larry Cars Hot Metal Cars Hot Blast Valve Slag Transfer Cars Torpedo Ladle Cars 22

 Rotaing Chute

F OR
WIDE AND ROD

TGS offers a wide array of equipments for use in steel plants.

          

Mill Drive Gear Boxes Stelmor Conveyor Two Arm Mandrel Housing Less Stands (Horizontal & Vertical) Coil Transfer Car Crop Shear Roll Changing Robot Side Looper Snap shear Reform Tub Station Billet Skid

23

FO R
HOT STRIP MILL

          

High Speed Slab Transfer Trolley Roller Table Rotating Trolley Slab Receiving & Furnace Charging Roller Table Various Types Of Roller Tables 3-roller Lelever Loopers Roll Cooling System Down Coiler Roll Transfer Trolley Line (Bomb door stacker)

24

FO R
COLD ROLLING MILL

TGS offers a wide array of equipments for use in steel plants.

     

Recoiling Line Batch Annealing Furnaces Continuous Galvanizing Line Pickling Line Skin Pass Mill Tandem Cold Mill

25

VARIOU S D EPAR TMENTS OF T GS
ASSE MBL Y

The Assembly Section undertakes shop assembly and testing of intricate and complicated equipment, comprising of mechanical, structural, hydraulic, pneumatic and electrical items. From gigantic cranes to highly sophisticated equipment, TGS can handle a wide variety of jobs, through its unique combination of engineering skills and technology, that is hard to match.

Bridle Roll for CRM

26

FAB RI CATIO N AN D WELD IN G
TGS has a large set up for Heavy Fabrication Assembly, where almost any nature of complicated and heavy job can be carried out. The facility had enabled TGS to carry out jobs like Class IV duty Hot Metal Ladle Cranes up to 260T capacity, Torpedo Ladle Cars to carry up to 320T, Mobile Launching Pad with Bogie system weighing about 750 tons, Shells & Stoves for the Largest Blast Furnace in India (capacity 3800 cubic meter), Sponge Iron Plants up to 500 tons per day capacity and many more. A combination of meticulous training and experienced enables the TGS shop floor team to utilize these excellent facilities for sustained high quality of production.
Machine Rolling / Bending Machine Shearing Machine Angle Shearing Machine Press Brakes Horizontal Presses Vertical Presses Drilling Machines Profile Gas Cutting Machine Welding Generators & Transformers Manipulators Up to 10 t Capacity 125 mm max. Thickness (cold) 5100 mm max. width 25 mm x 3150 mm max. Angle 150 x 150 x 18 mm, Rod 65 mm, Square 55 mm 500 t max. 600 t max. 600 t 75 mm dia 300 mm thick 5000 mm max. width No. of Machines 5 2 1 3 6 1 3 4 75 5

27

GEAR MANUF

ACTURING

The Growth Shop is equipped to design and manufacture custom-built gearboxes. It has some of the latest Gear Cutting Machines, Gear Grinding, Gear Testing, Gear Hardening and Heat Treatment Facilities, so essential in making highly accurate gears to international standards. Special processes have been developed for cutting large diameter and module gears for application, such as Rotary Kiln Girth Gears. Exacting inspection facilities guarantee a high degree of pitch and profile accuracy.
DESCRIPTION Outside Dia (mm) Spur Gears 3000 3000 3000 2800 630 ratio 1:5 450 ratio 1:1 1200 Maximum Size Width of Face (mm) 450 - 375 - 324 - 253 325 on each side 200 245 95 450 Module 40 19 17 14 17 12 10 11 30

Single and Double Helical Gears

Internal Gears

Spiral bevel gears Tooth flank grinding

28

HEA

T TRE ATMENT

A versatile set of facilities for Heat Treatment include Normalizing, Stress Relieving, Flame Hardening (Spin, Horizontal and Vertical Flame Hardening), Quenching, Tempering and Carburizing.

Facilities - Heat Treatment DESCRIPTION Furnaces Gas Carburising Furnace 600 MM DIA X 2200 MM HEIGHT 1200 MM DIA X 1000 MM HEIGHT Stress Relieving Furnace 4500 MM X 3280 MM X 1500 MM 880 MM DIA X 1500 MM HEIGHT Hardening Machines Spin Hardening Machine Vertical Flame Hardening Machine Horizontal Flame Hardening Machine 1200 MM DIA X 6000 MM LONG 800 MM DIA 1 1 1 1 1 1 2 CAPACITY QTY

29

HORIZONT

AL BORING

Horizontal Boring Table Type Machines Spindle Dia (mm) 13 Nos min 80 max 125 Table capacity max wt. 100t size 10m x 10m Floor Type Machines Spindle Dia (mm) 08 Nos. min 130 max 200

30

CNC Horizontal Boring Machine

CNC Poreba Horizontal Boring Machine

Horizontal Boring Machines

Pama CNC Horizontal Boring Machine

L ATHE
No. of Lathe Swing Over (mm) Bed Length (mm) 46 max 4500 max 8000 min 255 min 250

Modular Lathe

Ejector Drilling Machine

31

Dinichi CNC Lathe

Long bed high capacity Skoda Lathe

M ACH INI NG

Accuracy is the watchword in the machining section, which is equipped with over a 100 precision Machine Tools, including the latest Computerized Numerically Controlled (CNC) machines, Medium and Heavy Horizontal Borers, Vertical Borers, Profile Turning Centers, Plano Millers, etc. TGS can machine components of various weights and sizes, all the while maintaining a very high degree of accuracy. Special care is taken in training the shop floor team which operates these machines. It is this vital combination of man and machine that makes each assignment taken up by the Growth Shop, an exercise in precision, quality and guaranteed reliability.

32

M ILL IN G
No of Machines Max. Size (mm) 10 2800x2500x9000

33

Conventional Plano Miller

WMW CNC Plano Milling Machine

Q UAL ITY A SSU RAN CE
TGS has set for itself the most stringent quality specifications. It has its own Quality Assurance department with testing facilities that include chemical, physical and non-destructive testing as well as a metrology laboratory. It also has ultrasonic, X-ray, Gamma Ray, Die Penetrant and Magnetic Particle testing facilities. Besides, Growth Shop constantly pursues on the principles of Total Productive Maintenance (TPM) & Total Quality Management (TQM) that has the satisfaction of the customer as its prime focus. To this end, the Tata Steel Growth Shop is certified to the prestigious ISO 9001 quality
34

certification as well as the ASME U-Stamp certification which puts TGS right on par with the finest international suppliers of heavy engineering plants and equipment.
SL NO 1 2 3 4 5 EQUIPMENT 3D COORDINATE MEASURING MACHINE OPTICAL PROFILE PROJECTOR (550 MM SCREEN) OPTICAL MICRO ALIGNMENT TELESCOPE SWEEP OPTICAL SQUARE SURFACE ROUGHNESS TESTER MAKE LEITZ BATY TAYLER HOBSON TAYLER HOBSON TAYLOR HOBSON MITITOYO SURTRONIC 3P MODEL PMM 302016 CAPACITY 3000X2000X1600 100 TIMES MAGNIFICATION ACCURACY 28+L/300 MICRONS 2 MICRON 20 MICRON

6 7 8

LASER MEASURING SYSTEM SLIP GAUGE CALIBRATOR DIGITAL HEIGHT GAUGE MIKRONIX MITITOYO

LMS 2000 0.5 TO 175 MM 1000 MM

0.1 MICRON 0.01 MICRON 1 MICRON

OBJECT IVE OF T HE STU DY
The main objective of this study was to ascertain the different factors which affect the level of satisfaction, morale and motivation of the employees of an organization and the extent up to which those factors influence the working of individuals of an organization.

35

The prime motive of carrying out this study was to ascertain the various factors that are responsible for negatively motivating and satisfying the employees and thereby what are its consequences. Finally the prime objective behind this study is to find out the demotivating factors and suggest ways to remove them, so that the employees are provided with a decent as well as satisfactory working condition.

EMPL OYEE S ATISF ACTI ON
Employee satisfaction is a measure of how happy workers are with their job and working environment. Keeping morale high among workers can be of tremendous benefit to any company, as happy workers will be more likely to produce more, take fewer days off, and stay loyal to the company. There are many factors in improving or maintaining high employee satisfaction, which wise employers would do well to implement.

36

To measure employee satisfaction, many companies will have mandatory surveys or face-to-face meetings with employees to gain information. Both of these tactics have pros and cons, and should be chosen carefully. Surveys are often anonymous, allowing workers more freedom to be honest without fear of repercussion. Interviews with company management can feel intimidating, but if done correctly can let the worker know that their voice has been heard and their concerns addressed by those in charge. Surveys and meetings can truly get to the center of the data surrounding employee satisfaction, and can be great tools to identify specific problems leading to lowered morale. Many experts believe that one of the best ways to maintain employee satisfaction is to make workers feel like part of a family or team. Holding office events, such as parties or group outings, can help build close bonds among workers. Many companies also participate in team-building retreats that are designed to strengthen the working relationship of the employees in a non-work related setting. Camping trips, paintball wars and guided backpacking trips are versions of this type of team-building strategy, with which many employers have found success.

37

Of course, few workers will not experience a boost in morale after receiving more money. Raises and bonuses can seriously affect employee satisfaction, and should be given when possible. Yet money cannot solve all morale issues, and if a company with widespread problems for workers cannot improve their overall environment, a bonus may be quickly forgotten as the daily stress of an unpleasant job continues to mount. If possible, provide amenities to your workers to improve morale. Make certain they have a comfortable, clean break room with basic necessities such as running water. Keep facilities such as bathrooms clean and stocked with supplies.

38

While an air of professionalism is necessary for most businesses, allowing workers to keep family photos or small trinkets on their desk can make them feel more comfortable and nested at their workstation. Basic considerations like these can improve employee satisfaction, as workers will feel well cared for by their employers. The backbone of employee satisfaction is respect for workers and the job they perform. In every interaction with management, employees should be treated with courtesy and interest. An easy avenue for employees to discuss problems with upper management should be maintained and carefully monitored. Even if management cannot meet all the demands of employees, showing workers that they are being heard and putting honest dedication into compromising will often help to improve morale.

39

FACT ORS IN FL UEN CI NG EMP LOYEE SATISF ACTI ON
Several factors influence employee satisfaction. Each factor with the others, and Collectively all factors contribute to employee satisfaction. interacts

40

LIM ITATI ON S O F THE STU DY

We have concluded the following limitations from the given project:  In the actual practice it is very difficult to satisfy each and every individual.  Satisfaction is a subjective term and it differs from one individual to another.  For some employees we found that the physical and social environment in which they were working, was good and for some it was unsatisfactory.  Due to space and time constraint the survey was not covered among all the employees of TGS, otherwise a more satisfied index would have been possible.

41

RESEA RCH MET HO DOL OGY
In the project the research is conducted for the purpose to find out the employee’s satisfaction level in TGS and the factors affecting the level of employee’ s satisfaction. OBJECTIVE OF THE RESEARCH STUDY: The main objective of this study was to ascertain the different factors which affect the level of satisfaction, morale and motivation of the employees of an organization and the extent up to which those factors influence the working of individuals of an organization. The prime motive of carrying out this study was to ascertain the various factors that are responsible for negatively motivating and satisfying the employees and thereby what are its consequences. Finally the prime objective behind this study is to find out the demotivating factors and suggest ways to remove them, so that the employees are provided with a decent as well as satisfactory working condition.

42

RESEARCH DESIGN A research design is the arrangement of conditions for collection and analysis of data, in a manner that aims to combine relevance to research purpose with economy in procedure. We have selected descriptive research study for our project. DRS are those studies which are concern with describing the character of a particular individual or of a group. This RSD focuses attention on the following :      Formulating the objectives of the study. Designing the methods of data collection. Selecting the sample. Collecting the data. Processing and analyzing the data. Reporting the findings

SAMPLING This deals with the methods of selecting items to be observed for the given study. In the given project we have targeted the employees working in TGS for the purpose of collection of data. The sampling elements were the individual employees of the TGS. Our sampling size were 147 employees in which 27 were supervisors and 120 were workers. Our sampling plan was probability sampling also known as random sampling or chance sampling. Under this sampling every item of the universe has an equal chance of inclusion in the sample. Here it is blind chance alone that determines whether one item or other is selected.

43

COLLECTION OF DATA
The task of data collection begins after the research problem has been defined and the research design plan chalked out. In this we had described about the sources of data collection, methods of data collection and instruments of data collection The various sources of data collection are:  Primary sources: We approached to employees of TGS for the purpose of surveying about the satisfaction level of the employees.  Secondary sources: We visited to TGS websites, library and the last year’s project on employee’s satisfaction. The different methods of data collection are: OBSERVATION METHOD: under this method the information is solved by the way of investigator’s own direct observation, without asking from the respondent. For this, we visited to the workshop and spent time with the workers and supervisors during the working hours. QUESTIONNAIRE: This method is quite popular particularly in the case of big inquires ,in this method a questionnaire is given to the person concerned with the request to answer the question and return it ,the respondent has to answer the question on their own. For this, we had prepared a questionnaire which is shown in the appendix. INTERVIEW METHOD: It involves collection of data, presentation of oralverbal stimuli and reply in the terms of oral-verbal response. This can
44

be done with the help of personal interviews or telephonic interviews. In this we interviewed the employees while they were filling the questionnaire to find out their problems and satisfaction level.

DATA COLLECTION INSTRUMENTS
For collecting the data we have selected questionnaires and interview method. In this we distributed the questionnaires to respondents and personally interviewed them. We had prepared the questionnaire and we met the employees personally for filling it and for interviewing them.

FINDINGS AND ANALYSIS:
In our research project we had shown our findings under the two broad heads:  Quantitative: In this, the findings are shown on the basis of questions no.1 to question no. 48 from the questionnaire.  Qualitative: In this, the findings are shown on the basis of subjective questions (question no. 49 & 50). In the analysis part we had done analysis on the basis of five major aspects, which are:  Dimension wise  Department wise  Work experience wise  Over all

45

QUALIT ATIVE FINDINGS OF THE STUD

Y

The qualitative findings are observed on the basis of likes and dislikes of the employees of the TGS. It is based on all the dimensions taken into account while doing the survey. The likings of the employees regarding the company are as follows:  Brand name  Benefits  Work environment  Job security  Credibility of the company  Neatness  Law abiding  Proper work discipline  Socially responsible  Timely payments The disliking of the employees regarding the company are as follows:  Work pressure  Poor promotion policies  Misutilization of manpower  Improper reward policies  Poor recruitment policies  Less cooperation of departmental heads
46

   

Lack of recognition of work Lack of motivation Improper union management Maintenance problem in plant (leakage of the shed during rainy season).

WOR K E XPER IE NCE WISE
0-10 YEARS OF EXPERIENCE
0-10 years of experience

5%

3%

11% very low low fair high very high 46%

35%

11-20 YEARS OF EXPERIENCE

47

11-20 years of experience

7%

4% 18% very low

34%

low fair high very high 37%

21-30 YEARS OF EXPERIENCE
21-30 years of experience

5% 26%

7% 18% very low low fair high very high 44%

31-40 YEARS OF EXPERIENCE

48

31-40 years of experience

14%

4% 15% very low low fair high very high 38%

29%

DEP AR TMENT WISE • ASSEMBL Y\
WORKERS

14%

1%

7% very low low fair 33% high very high

45%

49

SUPERVISORS

5% 27%

2% 24% very low low fair high very high 42%

STRE NG TH & WE EK NESS (ON THE BASIS OF DIMENSIONS)
ASSEMBLY

STRENGTH 1. THE COMPANY 2. WORK DISCIPLINE 3. WORK ENVIROMENT 4. GOALS
50

5. JOB WEAKNESS 1. DECISION MAKING 2. REWARDS & RECOGNITIONS 3. LEADERSHIP & MANAGEMENT 4. COMMUNICATION

• MA CHIN E S HOP
WORKERS

13%

11% 19% very low low fair high very high 39%

18%

51

SUPERVISORS

17%

4%

3% 31% very low low fair high very high

45%

MACHINE SHOP STRENGTH 1. GOALS 2. THE COMPANY WEAKNESS 1. REWARDS & RECOGNITIONS
52

2. TRAINING & DEVELOPMENT 3. COMMUNICATION

FABRICA TION AND WELDING
WORKERS

1% 4%

17% very low

44%

low fair high very high 34%

53

SUPERVISORS

4%

2%

6% very low low fair high 52% very high

36%

FABRICATION & WELDING

STRENGTH 1. THE COMPANY 2. THE JOB

WEAKNESS
54

1. DECISION MAKING 2. REWARDS & RECOGNITIONS 3. GOALS 4. WORK DISCIPLINE WORKERS ARE MORE DISSATISFIED AS COMPARED TO SUPERVISORS

• MAINTEN ANCE

55

WORKERS

5% 22%

7% 22% very low low fair high very high

44%

SUPERVISORS

1% 1% 31%

23% very low low fair high very high 44%

MAINTENANCE

56

STRENGTH 1. COMMUNICATION 2. GOALS 3. WORK ENVIROMENT WEAKNESS 1. REWARDS & RECOGNITIONS 2. TRAINING & DEVELOPMENT WORKERS & SUPERVISORS BOTH ARE DISSATISFIED.

• QU ALITY ASSURANCE
57

SUPERVISORS

7%

2%

17% very low low fair high 37% very high

37%

• ST ORES
SUPERVISORS

5% 0% 28%

8% very low low fair high very high 59%

58

STRENGTHS 1. TRAINING & DEVELOPMENT 2. REWARDS & RECOGNITIONS WEAKNESS 1. DECISION MAKING 2. LEADERSHIP & MANAGEMENT 3. COMMUNICATION EMPLOYEES ARE MORE DISSATISFIE

SECURITY
59

WORKERS

9%

0%

12% very low low fair high 40% very high

39%

SUPERVISORS

0% 5% 29%

6% very low low fair high very high 60%

SECURITY

60

WEAKNESS 1. WORK DISCIPLINE 2. GOALS 3. LEADERSHIP & MANAGEMENT STRENGTHS 1. COMMUNICATION 2. THE COMPANY 3. TRAINING & DEVELOPMENT

SUPERVISORS ARE MORE SATISFIED AS COMPARED TO WORKERS

61

• ACCOUNTS
SUPERVISORS

4% 0% 17% 41% very low low fair high very high 38%

• HUMAN RESOUR CE A ND INDUSTRIAL RELA TIONS
SUPERVISORS

1% 4%

15% very low low fair high 34% very high

46%

62

ACCOUNTS

STRENGTH 1. THE JOB 2. GOALS WEAKNESS 1. TRAINING & DEVELOPMENT 2. WORK DISCIPLINE 3. DECISION MAKING IN THE ACCOUNTS DEPARTMENT SATISFACTION LEVEL IS LESS

63

HR/IR STRENGTHS 1. THE COMPANY 2. TRAINING & DEVELOPMENT 3. WORK ENVIROMENT WEAKNESS 1. COMMUNICATION 2. WORK DISCIPLINE 3. LEADERSHIP & MANAGEMENT

64

• GO ALS

DIMENSION WISE
SUPERVISORS

0% 15% 4% very low 40% low fair high 41% very high

WORKERS

12%

3%

11% very low low fair high 38% very high

36%

65

• JOB
WORKERS

11%

2%

11% very low low fair high 38% very high

38%

SUPERVISORS

4%

4%

7% very low low fair

44% 41%

high very high

66

• WORK ENVIR ONMENT
WORKERS
10% 5%

11% very low low fair high very high 39%

35%

67

SUPERVISORS
11% 4%

11% very low low fair high very high 41%

33%

• COMMUNICA TIO N
WORKERS
13% 5% 19% very low low fair 25% high very high 38%

68

SUPERVISORS
0% 4% 26% 19% very low low fair high very high

51%

• LEADERSHIP AND MAN

AGEMENT

69

WORKERS
9% 6% 14% 27% very low low fair high very high 44%

SUPERVISORS
11% 4%

7% very low low fair high very high 56%

22%

70

• DECISION MAKING
WORKERS
6% 25% 10%

23%

very low low fair high very high

36%

SUPERVISORS
7% 22% 4% 19% very low low fair high very high

48%

71

• REWARDS AND RECOGNITION
WORKERS
6% 20% 24% very low low fair high very high 9%

41%

SUPERVISORS
7% 15% 37% very low low fair high very high 37% 4%

72

• TRAINING AND DEVEL
WORKERS
6% 23% 7%

OPMENT

22%

very low low fair high very high

42%

SUPERVISORS
11% 0% 33% very low 26% low fair high very high

30%

73

• WORK DISCIPLINE
WORKERS
8% 3%

12% very low low fair

33%

high very high 44%

SUPERVISORS
11% 4% 29% 26%

very low low fair high very high

30%

74

• THE COMP ANY
WORKERS
2% 6%

19%

very low 33% low fair high very high 40%

SUPERVISORS
0% 30% very low low fair high very high 44% 15% 11%

75

OVERALL EMPL OYEES SA TISF ACTION LEVELS

OVERALL EMPLOYEES SATISFACTION LEVELS

10%

5% 16% very low

29%

low fair high very high 40%

76

CONCL USI ON
As a part of my PGDM curriculum I was required to undergo a six week summer internship project. I am very grateful to TATA STEEL GROWTH SHOP, JAMSHEDPUR for giving me an opportunity to do my project in their esteemed organization. The duration of six weeks was a lot of learning and pleasure mainly because of guidance and support that i received from the Human Resource department and other employees of various sections. TGS has an extremely cordial atmosphere which is very conducive for growth, teamwork and efficient job performance. The atmosphere makes my work easier. It has provided me with a rich experience of working with people of different culture, backgrounds & levels, all working cordially in a team. It has also exposed me to the industrial environment, professional working styles, organizational systems & procedures. In TGS, the employee’s satisfaction level is almost up to the mark but again in few of its department the employees are not fully satisfied with the overall working conditions. At the same time it has also been analyzed that the company is taking proper measures and effective steps for the increment in the satisfaction level of the employees that will consequently motivate them better performance and the overall development of the company. At last it can be said that though the study to measure the level of satisfaction come to an end but still the scope are open for further research.

77

RE CO MMEN DATIO NS AND SU GGESTI ON S
After conducting the survey through questionnaire and interview methods among the employees of the company, following recommendations and suggestions can be given for the betterment of the satisfaction level of the employees as well as the productivity of the department.  Performance appraisal system should be effective for workers as well.  Maintenance of plant is necessary specially during rainy season (leakage of the shed).  Availability of the required tools and equipments should be on time for the successful completion of the job.  Effective two-way communication should be maintained in the company.  Decision making and authorization of work should be delegated to the workers to some extent.  Necessary steps should be taken to avoid sound pollution. E.g.: special equipments should be provided to the workers for the protection of ears from noise pollution.  Superior-worker relation should be verified.  Rewards and recognition should be given to the deserving candidate on time.  Promotion policies should be re-defined.  Medical facilities should be improved.

78

BIBL IO GR APH Y

(1) (2) (3) (4) (5)

RESEARCH METHODLOGY (C.R. Kothari) T.G.S. LIBRARY S.N.T.I. and T.M.D.C. LIBRARY WWW.TATA STEEL.COM WWW.TATA GROWTH SHOP.COM

79

SUPPORTING FACTS
Question wise tables for each departments Q-1
ARE YOU CLEAR ABOUT THE RESULTS EXPECTED OF YOU IN YOUR JOB?
Machin e Shop W S 4 2 15 9 10 40 0 0 2 1 0 3 Fabricatio n& Welding W S 0 0 8 19 3 30 0 0 1 2 0 3 Assembl y W S 1 2 12 15 2 32 0 0 1 1 0 2 Maintenanc e W S 0 0 6 8 1 15 0 0 0 3 0 3 Quality Assuranc e W s 0 0 0 0 0 0 0 1 3 1 0 5 Securit y W S 0 1 1 1 0 3 0 0 0 2 0 2 Store s W S 0 0 0 0 0 0 0 0 2 1 0 3 Account s W S 0 0 0 0 0 0 0 0 2 0 0 2 HR/I R W S 0 0 0 0 0 0 0 1 0 2 1 4

Department Very low extent Low extent Fair extent High extent Very high extent Total

Q-2
ARE YOU CLEAR ABOUT THE GOALS OF YOUR WORK UNIT?
Fabricatio n& Welding Quality Assuranc e Machin e Shop Assembl y Maintenanc e Securit y Store s Account s HR/I R

Department

80

W Very low extent Low extent Fair extent High extent Very high extent Total 3 2 13 13 9 40

S 0 0 2 1 0 3

W 0 0 15 15 0 30

S 0 0 1 1 1 3

W 0 0 11 17 4 32

S 0 0 0 2 0 2

W 0 0 9 4 2 15

S 0 0 1 2 0 3

W 0 0 0 0 0 0

s 0 1 3 1 0 5

W 0 1 1 1 0 3

S 0 0 0 2 0 2

W 0 0 0 0 0 0

S 0 0 1 2 0 3

W 0 0 0 0 0 0

S 0 0 1 1 0 2

W 0 0 0 0 0 0

S 0 0 1 2 1 4

Q-3
ARE YOU CLEAR ABOUT THE OVERALL GOALS OF THE COMPANY?
Department Very low extent Low extent Fair extent High extent Very high extent Total Machin e Shop W S 1 5 17 10 7 40 0 0 0 2 1 3 Fabricatio n& Welding W S 0 2 14 12 2 30 0 1 1 0 1 3 Assembl y W S 0 4 10 15 3 32 0 1 0 0 1 2 Maintenanc e W S 0 2 9 2 3 15 0 0 2 0 1 3 Quality Assuranc e W s 0 0 0 0 0 0 0 3 2 0 0 5 Securit y W S 0 0 2 1 0 3 0 0 1 1 0 2 Store s W S 0 0 0 0 0 0 0 0 0 1 2 3 Account s W S 0 0 0 0 0 0 0 0 1 0 1 2 HR/I R W S 0 0 0 0 0 0 0 0 1 0 3 4

Q-4
ARE YOU INVOVLED IN THE GOAL-SETTING IN YOUR AREA OF WORK?
Fabricatio n& Welding W S 5 14 6 1 0 1 Quality Assuranc e W s 0 0 0 2 1 2 Machin e Shop W S 0 7 19 0 0 1 Assembl y W S 2 4 12 0 0 1 Maintenanc e W S 1 0 5 0 0 1 Securit y W S 0 1 1 0 0 2 Store s W S 0 0 0 0 1 1 Account s W S 0 0 0 0 1 1 HR/I R W S 0 0 0 0 0 2

Department Very low extent Low extent Fair extent

81

High extent Very high extent Total

6 8 40

2 0 3

5 0 30

1 0 3

10 4 32

1 0 2

7 1 15

2 0 3

0 0 0

0 0 5

1 0 3

0 0 2

0 0 0

0 1 3

0 0 0

0 0 2

0 0 0

1 1 4

Q-5
ARE YOU SATISFIED WITH YOUR JOB ASSINGMENT?
Machine Shop W Very low extent Low extent Fair extent High extent Very high extent Total 1 6 21 5 7 40 S 0 0 2 1 0 3 Fabrication & Welding W 2 4 9 11 3 30 S 0 0 1 2 0 3 Assembl y W 1 4 7 12 8 32 S 0 0 1 1 0 2 Quality Assurance W 0 0 0 0 0 0 s 1 0 2 2 0 5

Department

Maintenance W 0 1 7 5 2 15 S 0 2 0 1 0 3

Security W 0 0 2 1 0 3 S 0 1 1 0 0 2

Stores W 0 0 0 0 0 0 S 0 0 3 0 0 3

Accounts W 0 0 0 0 0 0 S 0 0 1 1 0 2

HR/IR W 0 0 0 0 0 0 S 0 0 0 2 2 4

Q-6
DOES YOUR JOB MAKE USE OF YOUR SKILLS AND ABILITIES?
Fabricatio n& Welding W S 0 1 11 18 0 0 2 1 Quality Assuranc e W s 0 0 0 0 0 1 4 0 Departmen t Very low extent Low extent Fair extent High extent Machin e Shop W S 3 3 15 14 0 0 0 3 Assembl y W S 2 0 10 15 0 0 1 1 Maintenanc e W S 0 2 7 5 0 0 2 1 Securit y W S 0 0 0 2 0 0 0 1 Store s W S 0 0 0 0 0 0 1 2 Account s W S 0 0 0 0 0 0 1 0

HR/IR W S 0 0 0 0 0 1 0 3

82

Very high extent Total

5 40

0 3

0 30

0 3

5 32

0 2

1 15

0 3

0 0

0 5

1 3

1 2

0 0

0 3

0 0

1 2

0 0

0 4

Q-7
DO YOU GET A SENSE OF ACCOMPLISHMENT FROM YOUR WORK?
Departmen t Very low extent Low extent Fair extent High extent Very high extent Total Machin e Shop W S 1 9 16 8 6 40 0 1 1 1 0 3 Fabricatio n& Welding W S 0 1 20 8 1 30 0 0 2 1 0 3 Assembl y W S 1 3 18 9 1 32 0 0 1 1 0 2 Maintenanc e W S 0 5 7 3 0 15 0 1 2 0 0 3 Quality Assuranc e W s 0 0 0 0 0 0 0 0 3 2 0 5 Securit y W S 0 0 2 1 0 3 0 0 0 2 0 2 Store s W S 0 0 0 0 0 0 0 0 1 2 0 3 Account s W S 0 0 0 0 0 0 0 0 1 1 0 2 HR/IR W S 0 0 0 0 0 0 0 0 1 1 0 4

Q-8
WOULD YOU LIKE TO CONTINUE IN YOUR CURRENT AREA OF WORK?
Department Very low extent Low extent Fair extent High extent Very high extent Total Machine Shop W S 2 4 15 6 9 40 0 1 1 1 0 3 Fabrication & Welding W S 0 2 19 8 1 30 0 0 1 2 0 3 Assembl y W S 0 1 9 16 6 32 0 0 0 2 0 2 Maintenance W S 0 7 3 5 0 15 0 1 0 2 0 3 Quality Assurance W s 0 0 0 0 0 0 0 0 5 0 0 5 Security W S 0 0 0 2 1 3 0 0 0 2 0 2 Stores W S 0 0 0 0 0 0 0 0 1 2 0 3 Accounts W S 0 0 0 0 0 0 0 0 1 1 0 2 HR/IR W S 0 0 0 0 0 0 0 0 0 3 1 4

83

Q-9
DOES YOUR JOB,THROUGH VARIETY AND CHALLENGE,PROVIDE OPPORTUNITIES FOR LEARING AND GROWTH?
Department Very low extent Low extent Fair extent High extent Very high extent Total Department Very low extent Low extent Fair extent High extent Very high extent Total Machine Shop W S 2 7 11 10 10 40 0 0 2 0 1 3 Fabrication & Welding W S 1 0 5 23 1 30 0 0 1 2 0 3 Assembl y W S 0 2 4 19 7 32 0 0 0 1 1 2 Maintenance W S 0 0 7 6 2 15 0 0 2 1 0 3 Quality Assurance W s 0 0 0 0 0 0 4 0 1 0 0 5 Security W S 0 0 1 2 0 3 0 0 0 2 0 2 Stores W S 0 0 0 0 0 0 0 0 2 0 1 3 Accounts W S 0 0 0 0 0 0 0 1 0 1 0 2 HR/IR W S 0 0 0 0 0 0 0 0 2 2 0 4

Machine Shop W S 3 4 19 11 3 40 0 0 2 1 0 3

Fabrication & Welding W S 1 6 15 8 0 30 0 0 2 1 0 3

Assembl y W S 1 2 1 19 9 32 0 0 0 1 1 2

Maintenance W S 1 1 8 3 2 15 0 0 1 2 0 3

Quality Assurance W s 0 0 0 0 0 0 0 1 1 3 0 5

Security W S 0 0 2 1 0 3 0 0 1 1 0 2

Stores W S 0 0 0 0 0 0 0 0 2 1 0 3

Accounts W S 0 0 0 0 0 0 0 1 1 0 0 2

HR/IR W S 0 0 0 0 0 0 0 0 1 0 3 4

Q-10
IS THE ENVIRONMENT OF YOUR WORKPLACE SAFE CLEAN, HEALTHY AND HYGIENIC?

84

Q-11
IS THE COOPERATION BETWEEN INDIVIDUALS AND DEPARTMENTS TO GET THE JOB DONE?

Department Very low extent Low extent Fair extent High extent Very high extent Total

Machin e Shop W S 1 15 12 6 6 40 0 0 1 2 0 3

Fabricatio n& Welding W S 0 0 18 12 0 30 0 0 1 2 0 3

Assembl y W S 1 2 6 18 5 32 0 0 1 0 1 2

Maintenanc e W S 0 4 4 5 2 15 0 0 2 1 0 3

Quality Assuranc e W s 0 0 0 0 0 0 2 0 1 2 0 5

Securit y W S 0 0 1 2 0 3 0 0 0 1 1 2

Store s W S 0 0 0 0 0 0 0 0 1 2 0 3

Account s W S 0 0 0 0 0 0 0 1 0 0 1 2

HR/I R W S 0 0 0 0 0 0 0 0 2 2 0 4

Q-12
ARE YOU SATISFIED WITH YOUR TOTAL REMUNERATION PACKAGE CONSIDERING YOUR DUTIES AND RESPONSIBILITIES?

Department

Machin e Shop W S

Fabricatio n& Welding W S

Assembl y W S

Maintenanc e W S

Quality Assuranc e W s

Securit y W S

Store s W S

Account s W S

HR/I R W S

85

Very low extent Low extent Fair extent High extent Very high extent Total

5 8 14 7 6 40

0 1 2 0 0 3

0 1 9 20 0 30

0 0 1 2 0 3

0 3 5 20 4 32

0 0 2 0 0 2

2 0 9 3 1 15

0 1 1 0 0 3

0 0 0 0 0 0

0 3 2 0 0 5

0 0 0 1 2 3

0 0 0 2 0 2

0 0 0 0 0 0

0 0 2 1 0 3

0 0 0 0 0 0

0 0 2 0 0 2

0 0 0 0 0 0

0 0 1 0 3 4

Q-13
ARE YOU SATISFIED WITH THE PERKS, CIVIC FACILITIES AND WELFARE MEASURES PROVIDED BY THE COMPANY?
Fabricatio n& Welding W S 0 1 13 16 0 30 0 0 2 1 0 3 Quality Assuranc e W s 0 0 0 0 0 0 1 2 2 0 0 5

Department Very low extent Low extent Fair extent High extent Very high extent Total

Machin e Shop W S 5 7 17 7 4 40 0 1 2 0 0 3

Assembl y W S 0 1 16 11 4 32 0 0 1 1 0 2

Maintenanc e W S 1 1 11 1 1 15 1 0 1 0 1 3

Securit y W S 0 0 0 3 0 3 0 0 0 1 1 2

Store s W S 0 0 0 0 0 0 0 1 2 0 0 3

Account s W S 0 0 0 0 0 0 0 1 0 1 0 2

HR/I R W S 0 0 0 0 0 0 0 0 0 1 3 4

Q-14
ARE THE ROLES AND RESPONSIBILITIES OF PEOPLE IN YOUR WORKPLACE CLEARLY DEFINED?

Department Very low extent Low extent

Machin e Shop W S 7 6 0 2

Fabricatio n& Welding W S 0 3 0 0

Assembl y W S 0 3 0 0

Maintenanc e W S 1 3 0 0

Quality Assuranc e W s 0 0 0 1

Securit y W S 0 0 0 0

Store s W S 0 0 0 0

Account s W S 0 0 0 1

HR/I R W S 0 0 0 0

86

Fair extent High extent Very high extent Total

14 6 7 40

1 0 0 3

18 9 0 30

1 2 0 3

5 19 5 32

1 0 1 2

5 6 0 15

2 1 0 3

0 0 0 0

2 0 2 5

1 2 0 3

0 1 1 2

0 0 0 0

2 1 0 3

0 0 0 0

1 0 0 2

0 0 0 0

1 2 1 4

Q-15
DOES YOUR JOB LEAVE YOU WITH SUFFICIENT TIME FOR YOUR PERSONAL/FAMILY AND SOCIAL LIFE?

Department Very low extent Low extent Fair extent High extent Very high extent Total

Machin e Shop W S 4 7 15 8 6 40 0 1 1 1 0 3

Fabricatio n& Welding W S 0 2 20 8 0 30 0 0 1 2 0 3

Assembl y W S 1 1 19 7 4 32 0 1 1 0 0 2

Maintenanc e W S 1 4 9 1 0 15 0 0 1 2 0 3

Quality Assuranc e W s 0 0 0 0 0 0 2 0 1 0 2 5

Securit y W S 0 0 1 2 0 3 0 0 0 1 1 2

Store s W S 0 0 0 0 0 0 0 1 1 0 1 3

Account s W S 0 0 0 0 0 0 0 1 0 1 0 2

HR/I R W S 0 0 0 0 0 0 0 0 1 1 2 4

Q-16
DO YOU CONSIDER THE OVERALL CULTURE OF TATA STEEL FREE OF UNDUE FEAR?
Department Very low extent Low extent Fair extent High extent Very high extent Total Machin e Shop W S 6 6 17 8 3 40 0 1 1 1 0 3 Fabricatio n& Welding W S 1 5 16 8 0 30 0 0 3 0 0 3 Assembl y W S 0 4 10 10 8 32 0 1 0 1 0 2 Maintenanc e W S 0 2 9 4 0 15 0 0 0 3 0 3 Quality Assuranc e W s 0 0 0 0 0 0 0 3 2 0 0 5 Securit y W S 0 0 1 2 0 3 0 0 0 2 0 2 Store s W S 0 0 0 0 0 0 0 1 1 1 0 3 Account s W S 0 0 0 0 0 0 0 1 0 1 0 2 HR/I R W S 0 0 0 0 0 0 0 0 1 1 2 4

87

Department Very low extent Low extent Fair extent High extent Very high extent Total

Machine Shop W 5 11 14 7 3 40 S 0 0 3 0 0 3

Fabrication & Welding W 0 0 13 17 0 30 S 2 0 0 1 0 3

Assembl y W 0 1 8 20 3 32 S 0 0 2 0 0 2

Maintenance W 0 4 5 5 1 15 S 0 1 1 1 0 3

Quality Assurance W 0 0 0 0 0 0 s 2 3 0 0 0 5

Security W 0 2 1 0 0 3 S 0 0 0 2 0 2

Stores W 0 0 0 0 0 0 S 0 0 2 1 0 3

Accounts W 0 0 0 0 0 0 S 0 0 2 0 0 2

HR/IR W 0 0 0 0 0 0 S 0 0 2 0 2 4

Q-17
DO YOU RECEIVE THE INFORMATION YOU NEED TO DO YOUR JOB WELL?

Q-18
DOES MANAGEMENT KEEP YOU WELL INFORMED ABOUT IMPORTANT CORPORATE MATTERS OF GENERAL INTEREST?

Departme nt Very low extent Low extent Fair extent High extent Very high extent Total

Machin e Shop W S 3 17 10 8 2 40 0 2 1 0 0 3

Fabricatio n& Welding W S 0 8 20 2 0 30 0 0 2 0 1 3

Assembl y W S 1 4 14 8 5 32 0 1 1 0 0 2

Maintenanc e W S 3 3 6 3 0 15 0 0 3 0 0 3

Quality Assuranc e W s 0 0 0 0 0 0 2 1 2 0 0 5

Securit y W S 0 0 3 0 0 3 0 0 0 2 0 2

Store s W S 0 0 0 0 0 0 0 0 2 1 0 3

Account s W S 0 0 0 0 0 0 0 1 1 0 0 2

HR/I R W S 0 0 0 0 0 0 0 0 1 1 2 4

88

Q-19
DO YOUR SUPERIORS WELCOME FREE AND FRANK COMMUNICATION FROM BELOW?

Department Very low extent Low extent Fair extent High extent Very high extent Total

Machin e Shop W S 7 8 14 5 6 40 0 2 1 0 0 3

Fabricatio n& Welding W S 0 1 19 10 0 30 0 0 0 3 0 3

Assembl y W S 1 1 14 12 4 32 0 0 2 0 0 2

Maintenanc e W S 0 6 4 4 1 15 0 2 1 0 0 3

Quality Assuranc e W s 0 0 0 0 0 0 0 3 2 0 0 5

Securit y W S 0 0 2 1 0 3 0 0 0 2 0 2

Store s W S 0 0 0 0 0 0 0 0 2 1 0 3

Account s W S 0 0 0 0 0 0 0 1 1 0 0 2

HR/I R W S 0 0 0 0 0 0 0 1 1 0 2 4

Q-20
IS MANAGEMENT WELL INFORMED ABOUT THE REAL PROBLEM YOU FACE IN YOUR DEPARTMENT?
Department Very low extent Low extent Fair extent High extent Very high extent Total Machin e Shop W S 5 16 13 3 3 40 0 2 1 0 0 3 Fabricatio n& Welding W S 0 8 16 6 0 30 0 0 3 0 0 3 Assembl y W S 1 6 6 16 3 32 0 2 0 0 0 2 Maintenanc e W S 0 3 10 2 0 15 0 3 0 0 0 3 Quality Assuranc e W s 0 0 0 0 0 0 1 3 1 0 0 5 Securit y W S 0 0 0 2 1 3 0 0 0 2 0 2 Store s W S 0 0 0 0 0 0 0 0 2 1 0 3 Account s W S 0 0 0 0 0 0 0 1 0 1 0 2 HR/I R W S 0 0 0 0 0 0 0 0 0 1 3 4

89

Q-21
ARE YOU SATISFIED WITH THE GENERAL SPEED AND FLOW OF COMMUNICATION IN THE COMPANY?
Fabricatio n& Welding W S 1 2 18 9 0 30 0 0 3 0 0 3 Quality Assuranc e W s 0 0 0 0 0 0 1 4 0 0 0 5

dept
Very low extent Low extent Fair extent High extent Very high extent Total

Machin e Shop W S 5 12 12 7 4 40 0 1 2 0 0 3

Assembl y W S 1 0 14 13 4 32 0 0 2 0 0 2

Maintenanc e W S 0 2 9 2 2 15 0 2 1 0 0 3

Securit y W S 0 1 1 1 0 3 0 0 0 2 0 2

Store s W S 0 0 0 0 0 0 0 0 2 0 1 3

Account s W S 0 0 0 0 0 0 0 0 1 1 0 2

HR/I R W S 0 0 0 0 0 0 0 1 0 1 2 4

Q-22
IN THE FINAL ANALYSIS,IS THERE EFFECTIVE ,TWO-WAY COMMUNICATION IN THE COMPANY?
Fabricatio n& Welding W S 0 6 15 9 0 30 0 0 2 1 0 3 Quality Assuranc e W s 0 0 0 0 0 0 2 3 0 0 0 5

dept
Very low extent Low extent Fair extent High extent Very high extent Total

Machin e Shop W S 5 13 12 8 2 40 0 1 2 0 0 3

Assembl y W S 1 2 13 11 5 32 0 0 2 0 0 2

Maintenanc e W S 1 4 8 2 0 15 0 0 3 0 0 3

Securit y W S 0 0 1 1 1 3 0 0 0 2 0 2

Store s W S 0 0 0 0 0 0 0 0 2 1 0 3

Account s W S 0 0 0 0 0 0 0 0 2 0 0 2

HR/I R W S 0 0 0 0 0 0 0 0 0 3 1 4

90

Dept
Very low extent Low extent Fair extent High extent Very high extent Total

Machine Shop W S 5 5 17 6 7 40 0 1 2 0 0 3

Fabrication & Welding W S 0 7 10 13 0 30 0 0 1 2 0 3

Assembl y W S 0 2 5 19 6 32 0 0 2 0 0 2

Maintenance W S 0 2 7 5 1 15 0 0 2 1 0 3

Quality Assurance W s 0 0 0 0 0 0 1 4 0 0 0 5

Security W S 0 1 0 2 0 3 0 0 0 1 1 2

Stores W S 0 0 0 0 0 0 0 0 2 1 0 3

Accounts W S 0 0 0 0 0 0 0 1 1 0 0 2

HR/IR W S 0 0 0 0 0 0 0 0 1 2 1 4

Q-23
DO YOUR SUPERIORS FOCUS ON TEAMBUILDING AND TEAM WORK?

Q-24
DO YOUR SUPERIORS ENCOURAGE YOU TO THINK INNOVATIVELY AND CHALLENGE OUTMODED TRADITIONS AND PRACTICES?

dept
Very low extent Low extent Fair extent High extent Very high extent Total

Machine Shop W S 9 4 19 4 4 40 0 1 2 0 0 3

Fabrication & Welding W S 1 0 19 10 0 30 0 0 3 0 0 3

Assembl y W S 0 2 8 18 4 32 1 1 0 0 0 2

Maintenance W S 0 3 7 4 1 15 0 1 2 0 0 3

Quality Assurance W s 0 0 0 0 0 0 0 4 1 0 0 5

Security W S 0 0 1 0 2 3 0 0 2 0 0 2

Stores W S 0 0 0 0 0 0 0 0 2 1 0 3

Accounts W S 0 0 0 0 0 0 0 1 1 0 0 2

HR/IR W S 0 0 0 0 0 0 0 0 1 1 2 4

91

Q-25
DO YOUR SUPERIORS DEVELOP THEIR SUBORDINATES THROUGH APPROPRIATE DELEGATION AND COACHING?
Fabricatio n& Welding W S 0 6 22 2 0 30 0 0 3 0 0 3 Quality Assuranc e W s 0 0 0 0 0 0 1 3 2 0 0 5

dept
Very low extent Low extent Fair extent High extent Very high extent Total

Machin e Shop W S 6 10 14 8 2 40 0 0 3 0 0 3

Assembl y W S 0 2 10 17 3 32 1 0 1 0 0 2

Maintenanc e W S 1 3 7 3 1 15 0 0 2 1 0 3

Securit y W S 0 0 1 1 1 3 0 0 0 0 2 2

Store s W S 0 0 0 0 0 0 0 0 3 0 0 3

Account s W S 0 0 0 0 0 0 0 1 0 1 0 2

HR/I R W S 0 0 0 0 0 0 0 0 0 2 2 4

Q-26
HAVE YOUR SUPERIORS IN THE FINAL ANALYSIS,BEEN SUCCESSFUL IN CREATING A CLIMATE OF HIGH MOTIVATION,ACHIEVEMENT AND EXCELLENCE IN YOUR AREA OF WORK?
Machin e Shop W S 2 14 14 6 4 40 0 2 1 0 0 3 Fabricatio n& Welding W S 0 3 15 12 0 30 0 0 2 1 0 3 Assembl y W S 0 2 9 16 5 32 0 0 2 0 0 2 Maintenanc e W S 1 5 6 3 0 15 0 0 1 2 0 3 Quality Assuranc e W s 0 0 0 0 0 0 1 2 2 0 0 5 Securit y W S 0 0 1 1 1 3 0 0 0 0 2 2 Store s W S 0 0 0 0 0 0 0 0 1 2 0 3 Account s W S 0 0 0 0 0 0 0 1 1 0 0 2 HR/I R W S 0 0 0 0 0 0 0 0 1 3 0 4

Dept
Very low extent Low extent Fair extent High extent Very high extent Total

92

Q-27
ARE YOUR SUPERIORS FAIR AND EQUITABLE IN THEIR DEALINGS WITH PEOPLE?
Fabricatio n& Welding W S 0 2 15 13 0 30 0 0 2 1 0 3 Quality Assuranc e W s 0 0 0 0 0 0 2 0 3 0 0 5

dept
Very low extent Low extent Fair extent High extent Very high extent Total

Machin e Shop W S 7 9 13 5 6 40 0 2 1 0 0 3

Assembl y W S 0 1 7 24 0 32 0 1 1 0 0 2

Maintenanc e W S 2 6 3 4 0 15 0 0 1 2 0 3

Securit y W S 0 0 0 1 2 3 0 0 0 1 1 2

Store s W S 0 0 0 0 0 0 0 0 2 1 0 3

Account s W S 0 0 0 0 0 0 0 1 0 1 0 2

HR/I R W S 0 0 0 0 0 0 0 0 0 0 4 4

Q-28
DO YOUR SUPERIORS ACT AS role models AND SET AN EXAMPLE FOR OTHER TO FOLLOW?
Fabricatio n& Welding W S Quality Assuranc e W s 3 1 2 25 5 2 1 1 11 14 6 32 2 6 6 2 1 15 1 2 2 2 1 2 1 2 1 1 1 2 4

dept
Very low extent Low extent Fair extent High extent Very high extent Total

Machin e Shop W S 6 8 16 2 6 40

Assembl y W S

Maintenanc e W S

Securit y W S

Store s W S

Account s W S

HR/I R W S 1

3

30

3

2

3

5

3

2

3

2

93

Q-29
ARE DECISION IN THE COMPANY MAKE AT THE APPROPRIATE LEVEL?

Department Very low extent Low extent Fair extent High extent Very high extent Total

Machine Shop W S 7 10 17 9 3 40 1 2

Fabrication & Welding W S 1 2 21 7

Assembl y W S

Maintenance W S 1 4 6 1 2 15

Quality Assurance W s 1 4

Security W S

Stores W S

Accounts W S

HR/IR W S

2 1

3 14 8 7 32

1 2

2

1 2 2 2

1 2

1 1

1 1

3

30

3

2

3

5

3

3

2

2

Q-30
ARE DECISIONS IN THE COMPANY MADE PROMPTLY?
Fabricatio n& Welding W S 1 5 15 9 Quality Assuranc e W s Machin e Shop W S 3 15 12 6 4 40 Assembl y W S 1 2 11 13 5 32 Maintenanc e W S Securit y W S Store s W S Account s W S HR/I R W S

Department Very low extent Low extent Fair extent High extent Very high extent Total

2 1

2 1

2

4 11

1 1 1

5

1 2 2 2 1 1 1 1

3

30

3

2

15

3

5

3

2

3

2

3 4

94

Q-31
DO YOUR SUPERIORS INVOLVE YOU IN DECISIONS DIRECTLY RELATED TO YOUR AREA OF WORK?
Fabricatio n& Welding W S 1 7 20 2 Quality Assuranc e W s

Department Very low extent Low extent Fair extent High extent Very high extent Total

Machin e Shop W S 7 13 12 2 6 40

Assembl y W S 1 3 10 14 4 32

Maintenanc e W S 2 4 8 1

Securit y W S

Store s W S

Account s W S

HR/I R W S

2 1

3

2

1 1 1

2 3

1 2

3 2

1 1

2 1 1 4

3

30

3

2

15

3

5

3

2

3

2

Q-32
ARE YOU EMPOWERED TO MAKE AND IMPLEMENT YOUR OWN DECISIONS IN YOUR AREA OF WORK?
Fabricatio n& Welding W S 1 1 23 5 Quality Assuranc e W s

Department Very low extent Low extent Fair extent High extent Very high extent Total

Machin e Shop W S 7 17 9 2 5 40 1 2

Assembl y W S

Maintenanc e W S 4 4 6 1

Securit y W S

Store s W S 1

Account s W S

HR/I R W S

1 2

3 10 15 4 32

2

1 1 1

1 4

1 2

2 2

1 1

1

3

30

3

2

15

3

5

3

2

3

2

3 4

95

Q-33
HAVE YOUR PERFORMANCE APPRAISALS BEEN FAIR?
Fabricatio n& Welding W S 2 6 16 6 Quality Assuranc e W s Machin e Shop W S 7 14 13 Assembl y W S Maintenanc e W S 5 3 5 2 Securit y W S Store s W S Account s W S HR/I R W S

Department Very low extent Low extent Fair extent High extent Very high extent Total

3

3

4 14 14

5 3 3 1 1 2 3 1 1 3 1 2

1 1

4 40

3

30

3

32

2

15

3

5

3

3

2

Q-34
ARE THERE CLEAR CRITERIA FOR GIVING REWARDS?
Fabricatio n& Welding W S Quality Assuranc e W s Machin e Shop W S 7 18 10 2 3 40 Assembl y W S Maintenanc e W S 5 3 6 1 Securit y W S Store s W S Account s W S HR/I R W S

Department Very low extent Low extent Fair extent High extent Very high extent Total

3

6 19 5

3

3 9 18 2 32

1 1

2 3 2 1 5 2 1 3 1 1 2

1 1 2 2 4

3

30

3

2

15

3

3

3

2

96

Q-35
IS CREDIT FOR WORK WELL DONE GIVEN TIMELY?
Department Very low extent Low extent Fair extent High extent Very high extent Total Machin e Shop W S 8 15 13 2 2 40 0 1 1 1 0 3 Fabricatio n& Welding W S 0 5 23 2 0 30 0 0 2 1 0 3 Assembl y W S 0 3 13 13 3 32 Maintenanc e W S 4 5 5 1 0 15 0 2 1 0 0 3 Quality Assuranc e W s 0 2 3 0 0 5 Securit y W S 0 0 3 0 0 3 0 1 0 0 1 2 Store s W S 0 0 2 1 0 3 Account s W S HR/I R W S 0 1 0 2 1 4

1 1 0 0 2

1 1 0 0 2

Q-36
ARE REWARDS AND RECOGNITION GIVEN TO THOSE WHO TRULY DESERVE THEM?

Department Very low extent Low extent Fair extent High extent Very high extent Total

Machin e Shop W S 6 11 17 3 3 40 0 1 2 0 0 3

Fabricatio n& Welding W S 1 9 18 2 0 30 0 0 2 1 0 3

Assembl y W S 0 6 13 11 2 32

Maintenanc e W S 5 5 3 1 1 15 0 1 0 2 0 3

Quality Assuranc e W s 1 4 0 0 0 5

Securit y W S 0 0 3 0 0 3 0 0 0 1 1 2

Store s W S 0 0 3 0 0 3

Account s W S 0 1 0 1 0 2

HR/I R W S 0 0 1 2 1 4

1 1 0 0 2

97

Q-37
ARE REWARDS,IN GENERAL,GIVEN ON THE BASIS OF MERIT AND PERFORMANCE?
Fabricatio n& Welding W S 1 12 13 4 0 30 0 1 2 0 0 3 Quality Assuranc e W s 0 2 2 1 0 5

Department Very low extent Low extent Fair extent High extent Very high extent Total

Machin e Shop W S 3 15 13 3 6 40 2 1 0 0 0 3

Assembl y W S 1 5 11 10 5 32 0 0 2 0 0 2

Maintenanc e W S 5 4 6 0 0 15 0 1 2 0 0 3

Securit y W S 0 0 1 1 1 3 0 0 0 2 0 2

Store s W S 0 1 1 1 0 3

Account s W S 0 1 1 0 0 2

HR/I R W S 0 1 0 0 3 4

Q-38
DO YOU REGARD THE NON-MONETARY REWARDS GIVEN IN THE COMPANY AS SUFFICIENTLY ATTRACTIVE?

Department Very low extent Low extent Fair extent High extent Very high extent Total

Machin e Shop W S 4 13 14 6 3 40 1 2 0 0 0 3

Fabricatio n& Welding W S 0 1 23 6 0 30 0 0 2 1 0 3

Assembl y W S 0 3 14 10 5 32 0 1 1 0 0 2

Maintenanc e W S 3 7 4 2 0 15 0 1 0 2 0 3

Quality Assuranc e W s 0 1 2 2 0 5

Securit y W S 0 0 1 2 0 3 0 0 0 2 0 2

Store s W S 0 1 1 1 0 3

Account s W S 0 2 0 0 0 2

HR/I R W S 0 0 0 1 3 4

98

Q-39
ARE YOU SATISFIED WITH THE OPPORTUNITIES FOR ADVANCEMENT TO HIGHER LEVELS?
Fabricatio n& Welding W S 0 6 14 10 0 30 0 0 1 2 0 3 Quality Assuranc e W s 0 3 2 0 0 5

Department Very low extent Low extent Fair extent High extent Very high extent Total

Machin e Shop W S 5 14 12 5 4 40 0 3 0 0 0 3

Assembl y W S 0 1 12 14 5 32 0 0 0 2 0 2

Maintenanc e W S 2 6 6 1 0 15 0 2 1 0 0 3

Securit y W S 0 0 2 1 0 3 0 0 0 1 1 2

Store s W S 0 1 1 1 0 3

Account s W S 0 1 1 0 0 2

HR/I R W S 0 0 1 0 3 4

Q-40
DOES COMPANY ATTACH GENUINE IMPORTANCE TO TRAINING ALL ITS EMPLOYEES?

Department Very low extent Low extent Fair extent High extent Very high extent Total

Machin e Shop W S 6 13 15 4 3 40 0 1 2 0 0 3

Fabricatio n& Welding W S 0 7 15 8 0 30 0 0 1 2 0 3

Assembl y W S 1 1 20 7 3 32 0 0 0 2 0 2

Maintenanc e W S 4 8 3 0 0 15 0 2 1 0 0 3

Quality Assuranc e W s 1 2 2 0 0 5

Securit y W S 0 1 1 1 0 3 0 0 0 1 1 2

Store s W S 0 1 2 0 0 3

Account s W S 0 1 1 0 0 2

HR/I R W S 0 0 2 2 0 4

99

Q-41
ARE YOU SATISFIED WITH THE ATTENTION GIVEN TO YOUR TRAINING AND DEVELOPMENT NEEDS?

Department Very low extent Low extent Fair extent High extent Very high extent Total

Machin e Shop W S 6 14 16 2 2 40 0 0 2 1 0 3

Fabricatio n& Welding W S 1 6 21 3 0 30 0 1 2 0 0 3

Assembl y W S 0 2 11 16 3 32 0 0 1 1 0 2

Maintenanc e W S 2 6 5 2 0 15 0 1 0 2 0 3

Quality Assuranc e W s 0 2 3 0 0 5

Securit y W S 0 1 1 1 0 3 0 0 0 1 1 2

Store s W S 0 0 2 1 0 3

Account s W S 0 2 0 0 0 2

HR/I R W S 0 0 2 2 0 4

Q-42
ARE YOU SATISFIED WITH THE IN-HOUSE FACILITIES FOR TRAINING EMPLOYEES?
Fabricatio n& Welding W S 0 2 21 7 0 30 0 0 1 2 0 3 Quality Assuranc e W s 0 1 4 0 0 5

Department Very low extent Low extent Fair extent High extent Very high extent Total

Machin e Shop W S 3 4 16 11 6 40 0 0 2 1 0 3

Assembl y W S 0 1 14 15 2 32 0 0 2 0 0 2

Maintenanc e W S 0 2 7 3 3 15 0 0 3 0 0 3

Securit y W S 0 1 1 1 0 3 0 0 0 1 1 2

Store s W S 0 0 3 0 0 3

Account s W S 0 1 1 0 0 2

HR/I R W S 0 1 0 3 0 4

100

Q-43
ARE YOU SATISFIED WITH THE OVERALL QUALITY OF TRAINING PROVIDED BY:

*SNTI *TMDC
*YOUR DEPARTMENT *YOUR SUPERIORS AS A MENTOR
Department Very low extent Low extent Fair extent High extent Very high extent Total Machin e Shop W S 2 4 19 8 7 40 0 0 2 1 0 3 Fabricatio n& Welding W S 0 0 14 16 0 30 0 0 1 2 0 3 Assembl y W S 0 2 11 16 3 32 0 0 0 2 0 2 Maintenanc e W S 0 3 5 4 2 15 0 1 0 2 0 3 Quality Assuranc e W s 0 2 3 0 0 5 Securit y W S 0 1 1 1 0 3 0 0 0 1 1 2 Store s W S 0 0 1 2 0 3 Account s W S 0 1 1 0 0 2 HR/I R W S 0 0 1 1 2 4

Q-44
ARE THE STEPS TO BE FOLLOWED IN ENFORCING DISCIPLINE CLEARLY DEFINED AND UNDERSTOOD?
Fabricatio n& Welding W S 2 2 13 14 0 30 0 0 3 0 0 3 Quality Assuranc e W s 1 2 1 1 0 5

Department Very low extent Low extent Fair extent High extent Very high extent Total

Machin e Shop W S 4 10 15 8 3 40 0 2 0 0 1 3

Assembl y W S 1 5 8 13 5 32 0 1 1 0 0 2

Maintenanc e W S 0 4 9 3 0 15 0 0 3 0 0 3

Securit y W S 0 1 1 1 0 3 0 0 0 0 2 2

Store s W S 0 1 1 1 0 3

Account s W S 0 2 0 0 0 2

HR/I R W S 0 1 0 2 1 4

101

Q-45
IS PROPER WORK DISCIPLINE MAINTAINED IN YOUR DEPARTMENT?
Fabricatio n& Welding W S 0 0 16 14 0 30 0 0 2 1 0 3 Quality Assuranc e W s 0 0 5 1 0 5 Machin e Shop W S 4 4 15 11 6 40 0 0 0 1 2 3 Assembl y W S 0 1 6 19 6 32 0 0 2 0 0 2 Maintenanc e W S 0 2 10 3 0 15 0 2 1 0 0 3 Securit y W S 0 0 2 1 0 3 0 0 0 0 2 2 Store s W S 0 1 1 0 1 3 Account s W S 0 1 1 0 0 2 HR/I R W S 0 0 0 1 3 4

Department Very low extent Low extent Fair extent High extent Very high extent Total

Q-46
Do you get the support you need from the personnel division for enforcing or maintaining proper work discipline?
Machin e Shop W S 0 7 16 8 9 40 0 0 2 0 1 3 Fabricatio n& Welding W S 0 0 9 17 4 30 0 0 0 1 2 3 Assembl y W S 0 0 5 13 14 32 0 0 0 2 0 2 Maintenanc e W S 0 1 4 9 1 15 0 0 1 2 0 3 Quality Assuranc e W s 0 3 2 0 0 5 Securit y W S 0 0 1 2 0 3 0 0 0 0 2 2 Store s W S 0 1 1 1 0 3 Account s W S 0 0 1 1 0 2 HR/I R W S 0 0 0 1 3 4

Department Very low extent Low extent Fair extent High extent Very high extent Total

102

Sign up to vote on this title
UsefulNot useful