PROJECT ON

EMPLOYEES SATISFACTION
AND QUALITY OF LIFE OF
TATA STEEL , JODA EAST

PREFACE
 The human resource of an organization constitutes its entire
workforce. Human resource management(HRM) is responsible for selecting and
inducting competent people, training them, facilitating and motivating them to
perform at high levels of efficiency, and providing mechanisms to ensure that
they maintain their affiliation with the organization.

The objective of this project is to find out how much the employees are
satisfied and what is their quality of life. How the Tata steel company(TSL) applies the
human resource functions in the organization and out the organization. In this
project I make the survey on the employees of various departments of Tata steel,
joda east.

The project report is divided in various sections like introduction of the

company ,topic introduction ,survey report and conclusion.

Siddharth Das

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

Siddharth Das

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

Questionnaire Project report

Suggestion
Conclusion
INTRODUCTION TO HUMAN
RESOURCE

Human resources are on major factors of production. It is human

asset, which convert the various resources in to the production resources. It
has immense potentialities and it only human resources, which appreciate with
time whereas all other resources undergo the process of depreciation. Success
of an organization mainly depends on the quality of manpower and its
performance.

In early days human resource was not taken as an important factor

of production. Human begin was simple treated as log in the movement
increasing emphasis has been given to the worker as a whole man. The need of
vast manpower and their importance was realized by some of the progressive
entrepreneurs. The emergence of Trade Union and their gradual collective
power forced some entrepreneurs to give some district feature of human side
by production. The first among the entrepreneurs who had contributed in the
development of human side of production was Robert Owen, and English
Humanist. He took a genuine interest in the welfare of the workers. But this
magnetite was not supported by a major chunk of entrepreneurs.

A number of social scientist advocated their valuable theories

towards the beginning of the 20th century. Abraham Maslow gave his
“Hierarchy of needs” theory. Mc Clelland’s Afflation- Achievement theory is
well accepted too. Christ Argyris theory of “four system of Management” is
also a milestone in the development of human factor in the production
process.

But the most important in this field was that of Elton Mayo’s Human
Relation Approach. The great “Hawthorne Study “by Elton Mayo’s and
colleagues, revealed that the effectiveness of any organization depends upon
the quality of the relationship among the personnel and social needs of
employees are very important and that concentration by management
exclusively on productivity, material and environmental issue will to be a self-
defecting aim.

Hence the management must give more emphasis on the human side
and their proper utilization. This then remains the cardinal objective of the
human relations function to discover newer ways of understanding man and to
motive him to higher standard of workmanship. Many new experiments such
as study of his state university of Michigan etc have developed the branch of
Management beyond margin.

Today an organization having a good inventory of human resources and

a dynamic personnel department is prospective one. So the technique and
functions of personnel management have now come closely integrated with
the overall organization strategies n search of excellence.

OBJECTIVES OF HRM.
The following are main objectives of the study

 To require the overall idea about the organization.

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

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

It is obvious from these facts that industrial relations don’t function in

vacuum but are multidimensional in nature; they are conditioned by two sets
of determinants industrial factors and economic factors.

Under institutional factors Dr.V.B.Singh includes such matters as state

policy, labour legislation, labourers and employers organizations and social
institution, attitudes to work, systems of the power and status motivation and
influence, the system of Industrial Relations etc.

Under economic factors are included economic organizations, capital

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

OBJECTIVES OF INDUSTRIAL RELATION:

The primary objectives of bringing about good and healthy relations
between employers and employees, industrial relation are designed:

 To safeguard the interests of labour and management by securing the

highest level of mutual understanding and goodwill among those
sections in the industry which participate in the process of production.
 To avoid industrial conflict or strike and develop harmonious relations,
which are essential factor in the productivity of workers and the
industrial progress of a country.
 To raise productivity to a higher level in an area of full employment by
lessening the tendency to high turn over and frequent absenteeism.
 To establish the growth of an industrial Democracy based on labour
partnership in the sharing of profits and of managerial decision.
 To eliminate, as far as possible and practicable, strikes,lockouts and
gheraos by providing reasonable wages, improved living and working
conditions.
 To establish Government control of plants and units as are running at a
loss or in which production has to be regulated in the public interest.
In other words, the objectives of industrial relations are to facilitate
production, to safeguard the rights and interests of both labour and
management by enlisting the co-operation of both to achieve a sound,
harmonious and mutually beneficial relationship between employer and
employees.
PURPOSE OF THE STUDY:
Gathering information and theoretical knowledge is a part of study. It
become complete when added with practical knowledge as the noted truth
comes to sight. Hence one becomes more efficient and effective when a flavor
of practical out look is added to the bosky mind. As the study has got wide
relevance is formulating valid information about the organization, it helps in
getting a critical look in to the personnel practices of the organization.
Organizational behavior employer employee relationship and the working
environment of the organization in relation to theoretical knowledge. It gives a
previous idea about the job and working environment to the future decision-
making how to perform by assigned job successfully and tact fully.

OBJECTIVES OF THE STUDY:

This study program has got the following objectives:

 To gain an overall idea about the organization.

 To get practical knowledge in the areas of personnel management and
Industrial relations.
 To study the composition of employer and employee relation existing
in
the organization.
 To know the facilities provided to the employees as well as the public
by
the organization.
 To study the statutory and non-statutory welfare practices adopted
by
organization.
 The study of the HRD practices training and development
performance
appraisal schemes adopted by the organization.
 To study organizational culture and style.
 INTRODUCTION TO TATA STEEL

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

Backed by 100 glorious years of

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

The reasons for picking TSL for my internship project are simple.

It is Asia’s first and India’s largest steel company in the private sector.

It is India’s 2nd most profitable company in private sector.

It is one of the most admired companies in terms HR practices and sustainable

growth and corporate social responsibility.
And the most important reason is that the company completes its 100 th year in

2007.

Tata Steel has a balanced global presence in over 50 developed European

and fast growing Asian markets, with manufacturing units in 26 countries .

It was the vision of the founder; Jamsetji Nusserwanji Tata., that on 27th
February, 1908, the first stake was driven into the soil of Sakchi.  His vision helped Tata
Steel overcome several periods of adversity and strive to improve against all odds. Tata
Steel`s Jamshedpur (India) Works has a crude steel production capacity of 6.8 MTPA
which is slated to increase to 10 MTPA by 2010. The Company also has proposed three
Greenfield steel projects in the states of Jharkhand, Orissa and Chhattisgarh in India
with additional capacity of 23 MTPA and a Greenfield project in Vietnam.

Through investments in Corus, Millennium Steel (renamed Tata Steel

Thailand) and NatSteel Holdings, Singapore, Tata Steel has created a manufacturing and
marketing network in Europe, South East Asia and the pacific-rim countries. Corus,
which manufactured over 20 MTPA of steel in 2008, has operations in the UK, the
Netherlands, Germany, France, Norway and Belgium.

Tata Steel Thailand is the largest producer of long steel products in Thailand,
with a manufacturing capacity of 1.7 MTPA. Tata Steel has proposed a 0.5 MTPA mini
blast furnace project in Thailand. NatSteel Holdings produces about 2 MTPA of steel
products across its regional operations in seven countries. Tata Steel, through its joint
venture with Tata BlueScope Steel Limited, has also entered the steel building and
construction applications market.
 The iron ore mines and collieries in India give the Company a distinct advantage
in raw material sourcing. Tata Steel is also striving towards raw materials security
through joint ventures in Thailand, Australia, Mozambique, Ivory Coast (West Africa)
and Oman. Tata Steel has signed an agreement with Steel Authority of India Limited to
establish a 50:50 joint venture company for coal mining in India. Also, Tata Steel has
bought 19.9% stake in New Millennium Capital Corporation, Canada for iron ore
mining.

Exploration of opportunities in titanium dioxide business in Tamil Nadu, Ferro-

chrome plant in South Africa and setting up of a deep-sea port in coastal Orissa are
integral to the Growth and Globalization objective of Tata Steel.

Tata Steel’s vision is to be the global steel industry benchmark for Value
Creation and Corporate Citizenship.

Tata Steel India is the first integrated steel company in the world, outside
Japan, to be awarded the Deming Application Prize 2008 for excellence in Total
Quality Management.

The company has its own visions ,values and own policies and those
are the followings.

VISIONS

We aspire to be the global steel industry benchmark for

Value Creation and Corporate Citizenship.

We make the difference through:

 Our people, by fostering team work, nurturing talent, enhancing

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

VALUES

Trusteeship.

Integrity

Respect for the individual

Credibility

Excellence

Some policies

QUALITY POLICY

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

We are committed to create value for all our stakeholders by continually

improving our systems and process through innovation, involving all our employees.

This policy shall form the basis of establishing and reviewing the Quality
Objectives and shall be communicated across the organization. This policy will be
 reviewed to align with business direction and to comply with all the requirements of
the Quality Management Standard.

Date

HUMAN RESOURCE POLICY

Tata Steel recognizes that its people are the primary source of its competitiveness.

It is committed to equal employment opportunities for attracting the best available

talent and ensuring a cosmopolitan workforce.

It will pursue management practices designed to enrich the quality of life of its
employees, develop their potential and maximize their productivity.

It will aim at ensuring transparency, fairness and equity in all its dealing with its
employees.

Tata Steel will strive continuously to foster a climate of openness, mutual trust and
teamwork.

SAFETY & OCCUPATIONAL HEATH (S & OH) POLICY

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

1. Our fundamentals belief is that all injuries can be prevented. This responsibility
starts with each one of us.
 
 We will identify, assess and manage our S&O Hazard/risks.
 

We will regularly monitor, review the progress and report.

 

We will ensure WILL and SKILL buildup among employees/ contractor partners to
demonstrate their involvement, responsibility and accountability to achieve sound S &
OH performance.
 

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

 
We will set objectives – targets, develop, implement and maintain management
standards and systems, and go beyond compliance of the relevant industry standards,
legal and other requirements.
 

3. We will truly succeed when we achieve our Safety and Occupational Health goals
and are valued by the communities in which we work.

SAFETY PRINCIPLE

Safety is line management responsibility.

All injuries can be prevented.

Felt concern and care for the employee on “24 hours safety” shall be
demonstrated by leaders.

Employees shall be trained to work safely.

Working safely shall be condition of employment.

Every job shall be assessed for the risk involved and shall be carried
out as per authorized procedures/ checklist/ necessary work permit
and using necessary personal protective equipment.
 ENVIRONMENTAL POLICY

1. Tata Steel environmental responsibility are driven by our commitment to

preservation the environment and are integral to the way we do business.

We are committed to the efficient use of natural resources and energy; reducing
and preventing pollution; promoting waste avoidance and recycling measures
and product stewardship.
 

We will identify, assess and mange our environmental impact..

 

We will regularly monitor review and report publicity our environmental

performance.
  

We shall develop & rehabilitates abandoned sites through a forestation and

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

Well will enhance awareness, skill and competence of our employee and
contactors so as to enable them to demonstrate their involvement,
responsibility and accountability for sound environmental performance.
  

2.We are committed to continual improvement in our environmental performance.

 

e will set objectives targets, develop, implement and maintain management

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

3.We  will  truly succeed when we sustain our environmental achievement and are
valued  by the communities in which we work.
 CORPORATE SOCIAL RESPONSIBILITY POLICY

Tata Steel believes that the primary purpose of the business is to improve
the quality of life of people.

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

The Tata Group

139 years old Strong brand equity

Group Revenue US $ 30.0 Billion

Total Sales 3.2% of India’s GDP

International Income 38% of Group revenue

India’s largest employer Over 289,500 employees in private

sector.

TSL is one of the first ventures of Tata Group but it has many other
successful companies under its umbrella. Some of the notable Tata concerns are
below.
Engineering’s Materials

Energy Chemicals

Consumer products Services

Communication And Information System

Tata Motors Leading auto company in India in terms of revenues.

Tata Tea Largest integrated tea company in India.

Tata Power Largest power generating supplier in the private sector

in India.
Tata Chemicals One of the worlds largest producers of synthetic soda
ash.

Taj Largest hotel chain in India.

TCS Asia’s leading software services provider and the first

Indian software firm to extend sales of US $ 1000
Million.

Tata Communication Leading ILD telecommunication service provider in

India.
Tata Steel Ltd. An Overview
Established in 1907 by Jamsetji Nusserwanji Tata in Jamshedpur.

Formerly known as Tata Iron and Steel Company Limited (TISCO).30 million
tones per annum of crude steel production capacity. With CORUS acquisition ,TSL
is worlds 6th largest steel producer .Ranked ‘Best Steel Maker’ by World Steel
Dynamics in 2006,2005 and 2001.Ranked 315 th on Fortune Global 500 (post the
Corus acquisition)2007.82,700 employees .Listen to BSE and NSE .Headquartered in
Jamshedpur ,Jharkhand and registered office in Mumbai.

Some major national steel producers or competitors are follows.

ISPAT

JSW

ESSAR

BHUSHAN

SAIL

Some global competitors

POSCO

MITTAL

ARCELOR
Comparison between Indian leading players.

Players TATA SAIL JSW ESSAR

Year of 1907 1954 2003(1984) 1975

establishment
Construction Rods Cold rolled sheets Cold rolled sheets

bars and coils and coils

Hot rolled Pipes Hot rolled sheets Hot rolled sheets

Products shets and coils and coils and coils

Cold rolled Cold rolled Galvanized

sheets and coils sheets and coils sheets and coils

Wires and tubes Hot rolled sheets Galvanized Iron ore pellets

and coils sheets and coils

Production

in million 3.8 9.15 3.5 3.3

tones
Percentage of 9 22 8 8

Production(%)

(The numerical data’s might be wrong)

The respective market share of the major Indian players shown below.

Market Share

Sail
Tata Steel
RINL
ESSAR
ISPAT
JSWL

SAIL = 22%

TATA STEEL = 9%

RINL = 7%

ESSAR = 8%

ISPAT = 6%

JSWL = 8%
Tata steel products name

Tata Shaktee GC sheet

Tata Steelium

Tata TISCON

Tata pipes

Tata AGRICO

Tata Wiron

Tata Bearings

Sales and Distribution

Approximately 91% of all saleable steel from TSL are to the Indian
market .The company has a strong sales and distribution channel as shown
below.

Direct supply 21 stockyards 25

chain consignments
agencies

Wide network of 15 external

distributers and processing agents
retailers
Comparison of Total Income and Total Expenditure.

Tata Steel Income Tata Steel Expenditure

2003 = 9956.24 2003 = 8958.96

2004 = 12238.63 2004 = 10572.72

2005 = 16203.61 2005 = 13019

2006 = 17496.48 2006 = 14095.01

2007 = 20344.09 2007 = 16204.41

2008 = 23184.26 2008 = 18535.96

25000

20000

15000

total income
total expenditure
10000

5000

0
2003 2004 2005 2006 2007 2008

Here we see that the sales of TSL has been increasing over the years
which is a good sign for the company.
Percentage growth of total income

2003 = 28.45750

2004 = 22.92422

2005 = 32.39725

2006 = 7.97890

2007 = 16.27533

2008 = 13.96066

35

30

25

20

15

10

0
2003 2004 2005 2006 2007 2008

Tata steel India becomes the first integrated steel company

in the world, outside Japan, to be awarded the Diming Application prize
for excellence in Total Quality Management for the year 2008.
Human Resource Management

Tata steel recognizes that its people are the primary source of
its competitiveness and is committed to equal employment opportunities for
attracting the best available talent and ensuring a cosmopolitan workforce.

TSL aims to pursue management practices designed to enrich the

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

TSL has been in pioneer in its HR policy over the years with the
basic underlying principle of sharing and caring and a sense of belonging
amongst all employees who are considered to be a part of TSL family.

The company has been known as a leader in introducing various

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

Tata steel introduced eight(8) hour working time in 1912, much before
such a system was implemented by law even in most western countries.

Free medical aid was introduced in 1915 (enforced by law in 1948).

Maternity benefits were introduced by Tata steel in 1928 (implemented

by law in 1946)

Profit sharing bonus was granted for the first time in India by Tata steel
as early as in 1934 (enforced by law in 1965).

A scheme of retiring gratuity was introduced by Tata steel in 1937

(enforced by law in1972).

Tejaswini, launched in 2003, is a woman empowerment program– the first

of its kind – that trains woman to take up unconventional jobs in the steel
works.

Shabash A weekly scheme launched in 2002 – offers instant rewards and

recognition to employees for exemplary behavior.

Some of these initiatives which were introduced way before enforced are
tabulated below.
 Initiatives TSL Government

8 hour working day. 1912 Not known(but not

implemented even in
western countries at
that time).
Free Medical Aid. 1915 1948
Leave With Pay. 1920 1948
Workers Provident 1920 1952
Fund Scheme.

Workman’s Accident 1920 1924

Compensation.

Maternity benefits. 1928 1946

Profit Sharing Bonus. 1934 1965
Retiring Gratuity. 1937 1972

Sub Department Human Resources Policy Recruitment :

Campus recruitment

Tata steel management trainee program.

One year development program.

Employee survey
Leadership Development :
Formal programs ,coaching and on the job training.

Leadership appreciation process and subsequently conduct ‘Development

Centers’.

IL2 , IL3

Training and Development :

e-learning facilities available on the companies internet which facilitated
by computer literacy training.

Computer based training packages and multimedia training materials.

Safety training received special attention based on the DuPont guidelines

identification of skill gaps ,there is a plan in place to introduce a technical
competency assessment system.

Faculty support.

Up skilling employees through process based ,on the job training and
diploma courses through premium engineering institutes.

Direct learning strengthening the leadership pipeline coupled with

emerging needs of growth projects across geographies.

Industrial Relations :
the welfare of the laboring class must be one of the first cares of the
employer. –(Sir Dorab Tata)
 IL6 formed in 2008

Only one recognized Union – INTUC

Affiliation of employees to these unions has been on a constant decline

over the years and stood at……………..in the year 2008.

A market based benchmarking of compensation is undertaken.

Inclusive growth – sports days ,social events ,contents for children ,

education opportunities ,celebrating festivals together.

Joda East Iron Mines, Processing Plant

Introduction to Employee
Satisfaction

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

To measure employee satisfaction ,many companies will have mandatory

surveys or face-to-face meetings with employees to gain information. Both of
these tactics have pros and con and should be chosen carefully. Surveys are
often anonymous, allowing workers more freedom to be honest without fear
of repercussion. Interviews with company management can feel intimidating,
but if done correctly can let the worker know that their voice has been heard
and their concerns addressed by those in charge. Surveys and meetings can
truly get to the center of the data surrounding employee satisfaction, and can
be great tools to identify specific problems leading to lowered morale.

Many experts believe that one of the best ways to maintain employee
satisfaction is to make workers feel like part of a family or team. Holding office
events, such as parties or group outings, can help build close bonds among
workers. Many companies also participate in team-building retreats that are
designed to have found success. strengthen the working relationship of the
employees in a non-work related setting. Camping trips, backpacking wars and
guide backpacking trips are versions of this type of team-building strategy,
with which many employers have found success.
Of course, few workers will not experience a boost in morale after receiving
more money. Raises and bonuses can seriously affect employee satisfaction,
and should be given when possible. Yet money cannot solve all morale issues,
and if a company with widespread problems for workers cannot improve their
overall environment, a bonus may be quickly forgotten as the daily stress of an
unpleasant job continues to mount.

If possible, provide amenities to your workers to improve morale. Make certain

they have a comfortable, clean break room with basic necessities such as
running water. Keep facilities such as bathrooms clean and stocked with
supplies. While an air of professionalism is necessary for most businesses,
allowing workers to keep family photos or small trinkets on their desk can
make them feel more comfortable and nested at their workstation. Basic
considerations like these can improve employee satisfaction, as workers will
feel well cared for by their employers.

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

Employee satisfaction surveys help employers measure and understand their

employees' attitude, opinions, motivation, and satisfaction. Employee
satisfaction is the terminology used to describe whether employees are happy
and contented and fulfilling their desires and needs at work. Employee
satisfaction is often measured by anonymous surveys administered periodically
that gauge employee satisfaction in areas such as management and teamwork.
Introduction to Quality of Life

What is "Quality of Life"? What does it denote? What parameters/attributes can be

used to measure QOL? QOL is increasingly referred to in evaluating urban and rural
areas, and in several other situations. Some definitions, models and more ...

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

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

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

Our definition of quality of life is: The degree to which a person enjoys the
important possibilities of his/her life. Possibilities result from the opportunities and
limitations each person has in his/her life and reflect the interaction of personal and
environmental factors. Enjoyment has two components: the experience of
satisfaction and the possession or achievement of some characteristic.
Quality of Life from the view point of TSL.

Improvement in QOL

1. Development of a model traditional rehabilitation colony in consultation with

villagers.

2. Rehabilitation colony will have facilities for education, health and hygiene, water,
electrification, playground and community centre.

3. Tree plantation in the rehabilitation colony.

4. Facilitation of construction of temporary shelter within the allowance.

5. Facilitation of construction of the permanent house with the house building

assistance.

Building a better Quality of life has always been the purpose of TSL enterprise.

Tata steel believes that the primary purpose of a business is to improve the
quality of life of people.

Tata steel will volunteer its resources, to the extent it can reasonably afford,
to sustain and improve a healthy and prosperous environment and to improve the
quality of life of the people in the areas in which it operates.
Relation Between Employee Satisfaction and
Motivation
Satisfaction leads to motivation .This statement could easily understand

by the following theory of Abraham Maslow.

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

Self-Actualization

Esteem Needs

Social Needs

Safety Needs

Physiological Needs

Physiological Needs

Physiological needs are those required to sustain life, such as:

 air
 water
 nourishment
 sleep

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

Safety

Once physiological needs are met, one's attention turns to safety and security
in order to be free from the threat of physical and emotional harm. Such needs
might be fulfilled by:

 Living in a safe area

 Medical insurance
 Job security
 Financial reserves

According to Maslow's hierarchy, if a person feels that he or she is in harm's

way, higher needs will not receive much attention.

Social Needs

Once a person has met the lower level physiological and safety needs, higher
level needs become important, the first of which are social needs. Social needs
are those related to interaction with other people and may include:

 Need for friends

 Need for belonging
 Need to give and receive love

Esteem
Once a person feels a sense of "belonging", the need to feel important arises.
Esteem needs may be classified as internal or external. Internal esteem needs
are those related to self-esteem such as self respect and achievement. External
esteem needs are those such as social status and recognition. Some esteem
needs are:

 Self-respect
 Achievement
 Attention
 Recognition
 Reputation

Maslow later refined his model to include a level between esteem needs and
self-actualization: the need for knowledge and aesthetics.

Self-Actualization

Self-actualization is the summit of Maslow's hierarchy of needs. It is the quest

of reaching one's full potential as a person. Unlike lower level needs, this need
is never fully satisfied; as one grows psychologically there are always new
opportunities to continue to grow.

Self-actualized people tend to have needs such as:

 Truth
 Justice
 Wisdom
 Meaning

Self-actualized persons have frequent occurrences of peak experiences, which

are energized moments of profound happiness and harmony. According to
Maslow, only a small percentage of the population reaches the level of self-
actualization.

Implications for Management

If Maslow's theory holds, there are some important implications for

management. There are opportunities to motivate employees through
management style, job design, company events, and compensation packages,
some examples of which follow:

 Physiological needs: Provide lunch breaks, rest breaks, and wages that
are sufficient to purchase the essentials of life.

 Safety Needs: Provide a safe working environment, retirement benefits,

and job security.

Social Needs: Create a sense of community via team-based projects and

social events.

 Esteem Needs: Recognize achievements to make employees feel

appreciated and valued. Offer job titles that convey the importance of
the position.

Self-Actualization: Provide employees a challenge and the opportunity to

reach their full career potential.

However, not all people are driven by the same needs - at any time different
people may be motivated by entirely different factors. It is important to
understand the needs being pursued by each employee. To motivate an
employee, the manager must be able to recognize the needs level at which the
employee is operating, and use those needs as levers of motivation.
A Short Introduction To TSL, Joda

Nearly 50 years old, iron ore at Joda East

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

The Gomardih (State of Orissa) Dolomite Quarry under the Joda operations is
another important minerals resource. Dolomite from the region is extracted
after drilling and blasting in a series of 4 meter high benches. The mine has
capability to crush and screen the extracted ore in to different product
ranges such as Lumps (-75mm to +40mm), Flux (-40mm to +25mm), Chips (-
25mm to +10mm) and Fines (-10mm).

Joda is covered by big iron mountains. Some of the other steel companies are
also situated near to Joda. The availability of raw material in a huge amount
for steel and sponge iron companies, makes the environment full of dust.

Joda East Iron Mines(JEIM) has

the capacity of 5 million tone per month.
Questionnaire Project Report

The project report is prepared by surveying on a good number of employees

from various departments of Tata steel ,Joda east. Those departments are as
follows.

Departments

1. V.T.C ,Joda
2. Electrical Department And Water Supply
3. Geological Department
4. Hospital
5. JCO Administration
6. Security Department
7. Civil Department
8. TSRDS (Tata Steel Rural Development Service)
9. JEIM (Joda East Iron Mines)
10. Joda East Time Office
11. Joda East Processing Plant
12. Joda East Equipment
13. Chief,Joda
14. Khondbond Iron Mine
15. JCO land and Lease
16. JCO Estate & GR
17. HR/IR Department
Are you satisfied with the accommodation facility, provided by the
company ?

This is the first basic need of a human. Accommodation should be

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

Are you satisfied with the health care facility ?

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

Are you feeling secure about your job ?

This is another factor of motivational theory. Feeling secure about the

increases the morale of the employee.TSL employees are feeling secure about
their jobs. The officers of TSL are experienced and permanent.
 Are you satisfied with the educational facilities available at Joda
for your children ?

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

Does the company provides you the standard safety appliances ?

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

Are you feeling safe at your work place with the safety standards
maintained at present ?

The company provides safety appliances as well as maintains the safety

standards at the work place for all employees. In the company at every where
we could find safety instruction for employees as well as for out side people,
and employees always suggests outside people to follow the safety standards.
TSL provides positional training, it means, on the job training Standard
Operating Procedure (SOP) for safety purposes. There is a Toxic Detected
Machine, if the machine gives a positive isolation, then employee should be
implemented. Last but not the list, safety is a man made function.

Are you satisfied with your team members at your work place ?

The team work exaggerates the morale of the employees and they puts
their best effort. The employees of TSL, Joda are very much satisfied with there
team members, all the employees are co-operative with each other. All the
employees at here shares there information relating their work, divides there
work properly. They gives respect to each other and they makes fun with each
other also. All the employees are very much co-operative with the outside
people also.

Are you satisfied with the training and development programs

which are provided by the company ?

Training and development program this is one of the factor which every
employee needs at the very first time in an organization and this is a
continuous process. The employees of TSL are not fully not satisfied with this
factor. There are 20% employees are satisfied and 80% are not. The unsatisfied
employees says that, this is not a continuous process at TSL, Joda. Some of
them complains that the training and development programs which are
provided by the company are not enough for them.
Are you satisfied with the welfare facilities which are provided to
you at the working area ? (eg. Canteen, AC’S ,Etc.)

The employees of Joda are satisfied with the welfare facilities which are
provided to them. Every rooms of the office are AC(air condition) fitted, well
furnished rooms with good lighting facility, the cost of the foods in the canteen
are very low, such as,

Lunch (veg)=Rs.3

Lunch (non-veg,egg)=Rs.4

Breakfast or evening food items =0.40 paise(samosha,bara,piazi,etc)

Tea=0.40 paise

Etc..

There is no charges for accommodation, electricity and water for employees.

TSL, Joda employees are satisfied with the welfare facilities.

Are you satisfied with your salary package ?

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

TSL co-operates with there employees in an emergency time. All the

employees are very much satisfied with the emergency helping facility. The
facilities are like, if one of the employees family member or the employee itself
suddenly suffers from a measure disease, company helps them by providing
sufficient money.

Do you get recognition for your individual/group performance ?

Near about 85% TSL employees of the survey gets recognition for their
individual/group performance. The rest employees don’t get any recognition
because they are new. This is another motivational factor which motivates the
employees to give their best again and again towards the company.

Are you associated with any social activity ?If yes then, what is
that ?

There are a less number of employees who are associated with any social
activity, near about 30% of employees are associated. Some are associated with
temple committee, and organizes festivals. Some are associated with the
community centre and organizes occasional festivals (new year parties),etc.
Are you maintaining your family comfortably with the salary you
have ?

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

Which one you possess in life style?

This question reflects the quality of life of the employees of TSL, Joda.
Above 90% of employees has their own house, own car, own AC’s, own
computer/laptop, and all those necessary items which are needed in today’s
life style. The rest of employees has their own house.

How much you spent and how much you save in a month?

All the employees spent above Rs.5000 and saves according to their
capacity starting from Rs1000 to Rs10,000.

Which you prefer most in your life style ?

On this question the employees has a mixed reaction. Some gives much
attention to value, in case of doctors and some higher post employees. Some
gives much attention to money. But the number of employees is more, who
prefers to both money and value.
Do you think that the company will provide some more facilitates,
if yes then, what should be those ?

The employees of TSL, Joda of the survey suggested that the company
should provide a better schooling facility for their children. They complains
that, if the JSWL could provide a standard schooling facility for their employees
children, then why shouldn’t our company also. Some said that the health care
facility could be more better. And the company should focus more on training
and development process.

Does the recent economic crisis affects you any way ?If yes then
how?

The recent economic crisis doesn’t affects the TSL, Joda employees, even
if the company gives increment to all employees, where other companies fired
their employees in the past recession time. This step of company motivates the
employees. And gave them an assurance that when ever there is a problem,
company is always behind you.

Did you participate in the recent election procedure ?If yes then
how?

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

social climate

political climate

economical climate

industrial climate

Most of the employees are happy with the above factors.

The following statistical analysis shows how much the employees are satisfied
with the company according to questionnaire survey.

satisfaction level
105%

100%

95%
satisfaction level

90%

85%

80%
age=20-30 age=30-40 age=40=50 age=50-60

TSL, Joda East provides some other facilities to employees and local people.
Those are

Gym-for local people and separated one for TSL employees.

Two community centers where swimming pool, billiards to play and some
other facilities are also available.

Bus to railway station for employees and their family members.

Shabashi bonanza

TPM circle competition in division level, state level, national

level(individual performance , group performance).

There is a suggestion giving facility also available. In this procedure any

employee could give suggestion related to their work. There are three
stage of process of that suggestion, reject, on hold, accept. If the
suggestion is accepted and implemented, then the suggestion giver will be
rewarded from Rs.250-2,50,000. The suggestion could be given by a group
of 4 people or by individual.

Time to time company provides health awareness to employees. Health

care facilities for Joda people, like Life Line Express,etc.
 Suggestion
TSL’s management fulfills the needs and wants of the employees, company
provides a standard quality of life to all employees. But there are some places where
the company should have to make a few rectifications.

1. The repair and maintenance work of the houses which are provided
to the TSL, Joda employees.

2. Company should provide a better schooling facility for Joda division .

And school bus for school going children. English medium and
minimum upto 10th or 12th class , just like, DPS (Delhi Public School),
DAV, etc. This is an off the job facility.

3. The health care facility could be more standardized.

4. The training and development program is not good at Joda, the

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

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