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“EMPLOYEES SATISFACTION AND QUALITY OF WORK LIFE” AT
TATA Steel Ltd.
A report submitted to U.P.Technical University for the partial Fulfillment of MBA Degree
Submitted to :Prof. Hari Prakash Director – MBA Greater Noida Institute of Technology
Submitted by:Monika goel MBA - IVth Sem.
Greater Noida Institute of Technology (MBA Institute) Code: 272 7, Knowledge Park-II, Greater Noida (U.P)
This is to certify that the Research Project Report entitled “EMPLOYEES SATISFACTION AND QUALITY OF WORK LIFE” being submitted by Monika Goel fulfillment of the requirement of U.P. Technical University is a record of an independent work done by his under my guidance and supervision.
Prof. Hari Prakash Director-MBA Greater Noida Institute of Technology (MBA Institute)-Code: 272
Mrs. Charu Yadav Assist. Proffessor GNIT, Greater Noida.
I, Monika goel to declare that the Research project report
entitled “EMPLOYEES SATISFACTION AND QUALITY OF WORK LIFE” being submitted to the U.P.TECHNICAL UNIVERSITY for the partial fulfillment of the requirement for the degree of Master of Business Administration is my own endeavors and it has not been submitted earlier to any institution/university for any degree.
I take this opportunity to express my sincere thanks and deep gratitude to all those people who extended their wholehearted co-operation and have helped me in completing this research successfully. First of all, I would like to thank Mr. Rajesh Mehrotra (Sr.Manager/HRD) for creating opportunities to undertake me in the esteemed organization. Special thanks to Ms. Narjis Khatoon Mehndi (Team HR & Project Manager) for all the help and guidance extended to me by her in every stage during my research. Her inspiring suggestions and timely guidance enabled me to perceive the various aspects of the project in a new light. I would also thank to Mrs. Charu Yadav, Faculty, MBA Deptt, GNIT (MBA Institute) Greater Noida who has been always guided me a lot in completing this research. I would also like to thank Ms Anamika Srivastava , My Parents and Friends for guiding and encouraging me throughout the duration of the project. In all I found a congenial work environment and this completion of the research will mark a new beginning for me in the coming days.
MBA (IVth Sem)
1 CHAPTER 4 CHAPTER 5 CHAPTER 6 CONTENTS INTRODUCTION OBJECTIVES OF THE STUDY SCOPE OF THE STUDY RESEARCH METHODOLOGY REVIEW OF LITERATURE COMPANY PROFILE VISION AND MISSION DATA ANALYSIS & INTERPRETATIONS FINDINGS.3 CHAPTER 2 CHAPTER 3 3.TABLE OF CONTENTS CHAPTER CHAPTER 1 1.2 1.1 1. SUGGESTIONS CONCLUSION BIBLIOGRAPHY ANNEXURE 5 .
CHAPTER-1 INTRODUCTION 6 .
and English Humanist. How the Tata steel company (TSL) applies the human resource functions in the organization and out the organization. Human resource management(HRM) is responsible for selecting and inducting competent people. Human begin was simple treated as log in the movement increasing emphasis has been given to the worker as a whole man. which appreciate with time whereas all other resources undergo the process of depreciation. which convert the various resources in to the production resources. It has immense potentialities and it only human resources. topic introduction. and providing mechanisms to ensure that they maintain their affiliation with the organization. joda east. survey report and conclusion Human resources are on major factors of production.INTRODUCTION The human resource of an organization constitutes its entire workforce. The objective of this project is to find out how much the employees are satisfied and what is their quality of life. training them. He took a genuine interest in the welfare of the workers. The need of vast manpower and their importance was realized by some of the progressive entrepreneurs. It is human asset. The project report is divided in various sections like introduction of the company. Success of an organization mainly depends on the quality of manpower and its performance. In early days human resource was not taken as an important factor of production. The first among the entrepreneurs who had contributed in the development of human side of production was Robert Owen. 7 . facilitating and motivating them to perform at high levels of efficiency. But this magnetite was not supported by a major chunk of entrepreneurs. In this project I make the survey on the employees of various departments of Tata steel. The emergence of Trade Union and their gradual collective power forced some entrepreneurs to give some district feature of human side by production.
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. But the most important in this field was that of Elton Mayo’s Human Relation Approach. 8 . Many new experiments such as study of his state university of Michigan etc have developed the branch of Management beyond margin. The great “Hawthorne Study “by Elton Mayo’s and colleagues. Today an organization having a good inventory of human resources and a dynamic personnel department is prospective one. Hence the management must give more emphasis on the human side and their proper utilization.Achievement theory is well accepted too. Mc Clelland’s Afflation. Abraham Maslow gave his “Hierarchy of needs” theory. So the technique and functions of personnel management have now come closely integrated with the overall organization strategies n search of excellence. revealed that the effectiveness of any organization depends upon the quality of the relationship among the personnel and social needs of employees are very important and that concentration by management exclusively on productivity. Christ Argyris theory of “four system of Management” is also a milestone in the development of human factor in the production process. material and environmental issue will to be a selfdefecting aim.A number of social scientist advocated their valuable theories towards the beginning of the 20th century.
• To study organizational culture and style. 9 . • 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 • The study of the HRD practices training and development performance appraisal schemes adopted by the organization. To get practical knowledge in the areas of personnel management and Industrial relations.1 OBJECTIVES OF THE STUDY This study program has got the following objectives: • • To gain an overall idea about the organization.1.
which deals with the most critical and important factor of production. This does not deal with the practical application. requires not only theoretic background but also some practical experience to have some knowledge on day-to-day problem solving. As there is saying. Organizational behavior employer employee relationship and the working environment of the organization in relation to theoretical knowledge. More over the branch of management. Hence one becomes more efficient and effective when a flavor of practical out look is added to the bosky mind. it helps in getting a critical look in to the personnel practices of the organization. 10 . practice makes a man perfect and the knowledge. As the study has got wide relevance is formulating valid information about the organization.making how to perform by assigned job successfully and tact fully. It become complete when added with practical knowledge as the noted truth comes to sight.1. It gives a previous idea about the job and working environment to the future decision.2 SCOPE OF THE STUDY Gathering information and theoretical knowledge is a part of study. is said to be unscientific and unsystematic.
The analysis is based on primary as well as secondary data. books : Pie charts Method of analysis 2.3 RESEARCH METHODOLOGY To conduct any research a scientific method must be followed. REVIEW OF LITERATURE 11 . the sampling method has been followed for the study. Sample size Data collection Primary data : 50 : The data was collected using an appropriate questionnaire and observing employees Secondary data : Internet. So.1. The universe of study is very large in which it is difficult to correct information from all the employees.
They have acquired. workers have achieved a higher standard of living .V. labourers and employers organizations and social institution. Under economic factors are included economic organizations. At the same time however. With growing prosperity and rising wages. industrial relation are designed: 12 . sophistication and greater. It is obvious from these facts that industrial relations don’t function in vacuum but are multidimensional in nature.B.INDUSTRIAL RELATION “Industrial Relations” poses one of the most delicate and complex problems to modern industrial society. the nature and composition of the labour force and the sources of supply and demand in the labour market. partly because it has itself become employer of millions of industrial worker but mainly because it has enacted a vast body of legislation to ensure that the rights of industrial workers in private enterprise are suitable safe guarded.. Besides rapid changes have taken place in techniques and method of production. Labour employer relations have therefore become more complex than they were in past. and have been a sharp edge because of widespread labour unrest. who have own trade unions and who have thus gained a bargaining power which enables them to give a taught fight to their employers to establish their rights in growing industrial society. Under institutional factors Dr. progressive status dominated secondly group-oriented aspirant and sophisticated class of workers has come in being. women and children have migrated to few urban Areas. Ignorant and drenched in poverty. attitudes to work. Long established jobs have disappeared and new employment opportunities have been created which call for different patterns of experience and technical education. 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. including technology. for larger section of the people have been hanged. mobility career patterns have changed. As a result the Government has stepped in and plays an important role in establishing harmonious industrial relations. education. they are conditioned by two sets of determinants industrial factors and economic factors. systems of the power and status motivation and influence. vast masses of men. capital structure. labour legislation..Singh includes such matters as state policy. the system of Industrial Relations etc. The organization in which they are employed have ceased to be individually owned and have become corporate enterprises. OBJECTIVES OF INDUSTRIAL RELATION The primary objectives of bringing about good and healthy relations between employers and employees.
as far as possible and practicable. the objectives of industrial relations are to facilitate production. • 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. Technical Innovations Tata Steel feels that self-reliance in technology is a pre-requisite for growth. • To eliminate. The Group's advanced Research and 13 . which are essential factor in the productivity of workers and the industrial progress of a country. to safeguard the rights and interests of both labour and management by enlisting the co-operation of both to achieve a sound. In other words. harmonious and mutually beneficial relationship between employer and employees. lockouts and gheraos by providing reasonable wages.• 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. strikes. • To establish Government control of plants and units as are running at a loss or in which production has to be regulated in the public interest. • To avoid industrial conflict or strike and develop harmonious relations. especially in the context of globalisation and expanding operations. improved living and working conditions.
Anticipating the need to become self-reliant in technology. Currently. Tata Steel took three steps during 2000-2005 that would help establish it as a leader in chosen technologies.Development centers are competent enough to meet emerging challenges and ensure that the Company always stays ahead of all competition. improving quality and thereby achieving better performance benchmarks in all areas of operations. The Group’s research programme is split between programmes funded by the separate business units (which make up the major part of the work done in the European research centres) and work on a number of identified thrust areas that receive corporate funding. the group maintains its own research centres. Tata Steel has placed a continuous emphasis on improving processes. The Company: 1. the Tata Steel Group has four research centres with over 1000 people involving themselves in R&D activities: • Tata Steel Limited’s (TSL) laboratories in Jamshedpur • Tata Steel Europe’s (TSE) technology centres in IJmuiden. Formalised the continuous improvement and innovation process under the powerful programme of ASPIRE. 14 . Over the years. was the first of its kind in India. its strength in research and development helping it consistently to meet the challenges of growth and changes over the years. the Company feels that self-reliance in technology has become a virtual pre-requisite to innovation and growth. With globalisation and an increasing scale of operations. The Netherlands and Rotherham and Teesside. The thrust areas also incorporate the projects that were previously a part of Corus’ strategic programme. and stands as a testimony to the foresight of the early pioneers and the vision of the founder of the Company. To stay ahead of competitors. with a view to consistently enhancing efficiencies. United Kingdom. The Research Department established by Tata Steel way back in 1935.
The Singapore operations of NatSteel and the Xiamen operations engaged in efforts to align the price-cost cycle to mitigate risks of price fluctuations. In addition. Identified the key thrust areas of strategic technology development. 15 . enhancement of customer satisfaction and relationships with existing clients. The Singapore operations reduced the long-term sales contract from one and a half years to three months. The automotive segment maintained its market leadership winning several accolades from renowned Automobile companies. In the construction segment too.2. As opposed to competitors who split and diversify. Tata Steel has been working to enhance customer satisfaction and relationships with existing clients. In recent times. Established a sound mechanism for capturing new developments and filing them as intellectual property. Tata Tiscon increased its share of business through innovative contracting and better availability of material. in response to current realities of the marketplace. special initiatives were devoted to Government funded projects and the Railways. the Tata Steel Group has been concentrating on the geographies that are logistically favourable to its plants in Europe and Asia. Accomplishment of the Tata Brands is all the more significant as consumers have become more and more discerning over the years and rival companies too have been alert to changing demands. 3. Marketing Innovations Assurance. In the domain of brand building. The Steel Division had undertaken several new initiatives to ‘weather the storm’ in FY 09. reliability and superior brand experience in every segment has always been the key focus for Tata Steel's brand building endeavours. Tata Steel is focusing on positive markets by applying its resources to the core business where they are most needed. In order to spread the customer base and get maximum leverage from the economic packages. the “Tata” name has always been able to stay ahead of competition and sustain its position of supremacy even in the face of erratic market changes. the realigned operating strategy takes into account current realities of the marketplace.
These include: • Formalising the continuous improvement process under ASPIRE. cost-efficiency and environment-friendly processes. The goal is to foster a technology mindset amongst a cross-section of employees. In the last few years. Several such initiatives have successfully added value to customers leading to enhanced profitability as a consequence. Technology Advancements With globalisation and an increasing scale of operations. Strip products division continued its focus on further development of steel grades with high strength coated steels with sophisticated coating properties. undertaken extensive research in making the process of steelmaking more energy efficient. The Tata Steel Group’s programme of RD&T in Europe is funded by separate business units. Apart from its continuous endeavour to improve the quality and quantity of the steel produced. The ASPIRE T 3 Knowledge Management Programme provides the required platform as more and more employees have been engaged in the process of knowledge creation and dissemination.A focus area for Tata Steel European operations have been the continuous enhancement of customer support in the automotive market. 16 . Tata Steel has. Research and Development A collaborative approach. technological self-reliance has become a necessity. cross-fertilisation of better practices and technology absorption through integration of processes have led to measurable results in the Tata Steel Group’s performance in the direction of continuous improvement. economically viable and environmentally sustainable. Tata Steel has taken a number of initiatives that would consolidate its position as a leader in select technologies. with breakthrough projects receiving direct corporate funding. Tata Steel with its plans for modernisation has ensured that it deploys the best technologies to facilitate quality. over the years.
• • Identifying key thrust areas of strategic technology development. Improving blast furnace productivity. Development of advanced coatings. keeping these operations in readiness for any challenge. A focus on the Intellectual Property Rights in Tata Steel. 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. Complete beneficiation of iron ore. 17 . blast furnace productivity. A number of individual projects have been taken up in each of the thrust areas and definite benefits have ensued in many significant ways. product development. some of which include: • • • • • • 8% ash in coal without reduction in yield. Lowering phosphorus in steel making. Research and Development is carried out in the areas of raw materials. steel making. process improvement etc. Evolving the next generation high strength steels.
develop their potentials and maximize their productivity. And Workman’s Accident Compensation Scheme (enforced by law in 1924). 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. before such a 18 .Some of these initiatives include. Tata steel introduced eight(8) hour working time in 1912. 1920 Tata steel introduced initiatives like leave with pay 1952. It also aims at ensuring transparency . fairness and equity in all its dealing with its employees. much system was implemented by law even in most western countries. The company has been known as a leader in introducing various HR practices and setting benchmarks in the global as well as Indian industry .TSL aims to pursue management practices designed to enrich the quality of life of its employees.
Some of these initiatives which were introduced way before enforced are tabulated below.Free medical aid was introduced in 1915 (enforced by law in 1948). Shabash A weekly scheme launched in 2002 – offers instant rewards and recognition to employees for exemplary behavior. Initiatives TSL Government 19 . Tejaswini. launched in 2003. 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). is a woman empowerment program– the first of its kind – that trains woman to take up unconventional jobs in the steel works.
1920 Workers Provident Fund Scheme. The book discusses the issues in human resource management in a changing environment and suggests possible ways of leveraging and managing human resources. motivating and developing employees for the benefit of the organization. Even though specific human resource functions/activities are the responsibility of the human resource department. It is therefore necessary for all managers to understand and give due importance to the different human resource policies and activities in the organization. 1972 1965 1946 1924 1952 1948 Human resources are the most valuable and unique assets of an organization. 1948 1915 Free Medical Aid. Changing trends in 20 . 1920 Leave With Pay. 1928 Maternity benefits. The successful management of an organization's human resources is an exciting.8 hour working day. It examines the various HR processes that are concerned with attracting. dynamic and challenging task. Human Resource Management outlines the importance of HRM and its different functions in an organization. managing. especially at a time when the world has become a global village and economies are in a state of flux. The scarcity of talented resources and the growing expectations of the modern day worker have further increased the complexity of the human resource function. the actual management of human resources is the responsibility of all the managers in an organization. 1934 Profit Sharing Bonus. 1920 Workman’s Accident Compensation. 1937 Retiring Gratuity. 1912 Not known(but not implemented even in western countries at that time).
alternative work schedules. today's workforce is realizing the importance of relationships and is trying to strike a balance between career and personal lives. Part-time Employment. The scarcity of talented resources and the growing expectations of the modern day 21 . organizations need to concentrate on job designs and organization of work. telecommuting etc. Socio-Technical Systems. Methods to Improve QWL. Human resources are the most valuable and unique assets of an organization. and committed workforce which aims to achieve organizational objectives. To satisfy the new generation workforce. Flextime. Further.. The QWL approach considers people as an ‘asset'to the organization rather than as ‘costs'. The successful management of an organization's human resources is an exciting. are being adopted by these organizations. Quality of work life (QWL) is viewed as an alternative to the control approach of managing people. Successful organizations support and provide facilities to their people to help them to balance the scales. Organizations are enjoying the fruits of implementing QWL programs in the form of increased productivity. Compressed Work Week. Challenges in Implementing QWL Programs.human resource management have been explained using contemporary examples from Indian companies Definition and concept of Quality of Work Life. compressed work weeks. Alternative Work Schedules. organizations are coming up with new and innovative ideas to improve the quality of work and quality of work life of every individual in the organization. Various programs like flex time. Benefits of QWL Programs. dynamic and challenging task. It believes that people perform better when they are allowed to participate in managing their work and make decisions. Flexiplace. satisfied. This approach motivates people by satisfying not only their economic needs but also their social and psychological ones. Job Rotation. Job Enrichment. and an efficient. The future work world will also have more women entrepreneurs and they will encourage and adopt QWL programs. Autonomous Work Groups / Self-managed Teams. In this process. especially at a time when the world has become a global village and economies are in a state of flux. Technological advances further help organizations to implement these programs successfully. Job Enlargement.
Employees Counseling: Back in the early thirties.685 employees. It is therefore necessary for all managers to understand and give due importance to the different human resource policies and activities in the organization.worker have further increased the complexity of the human resource function. it was found that employees harbored irrational feelings that were interfering with the rational operation of the factory. when Hawthorn experimented with Western Electric Company. Therefore. motivating and developing employees for the benefit of the organization. and the members of the team. counseling was used as means of letting the employees unburden themselves by talking to someone about their problems. Traditional techniques since then have improved tremendously and the prime responsibility of direct supervisors rather than outside counselors. had found out that that their satisfaction is derived from ‘a job related’ factors that are directly influencing their feelings (81%) and only (69%) of their job dissatisfaction is caused by ‘job context’ factors such as the style of management. Sub Department Human Resources Policy Recruitment: Campus recruitment Tata steel management trainee program 22 . The book discusses the issues in human resource management in a changing environment and suggests possible ways of leveraging and managing human resources. the actual management of human resources is the responsibility of all the managers in an organization. managing. policies and procedures. To conclude. Even though specific human resource functions/activities are the responsibility of the human resource department. Human Resource Management outlines the importance of HRM and its different functions in an organization. It examines the various HR processes that are concerned with attracting. Herzberg when conducting a research on job satisfaction and job dissatisfaction on a sample of 1. the workplace. except when there are major psychological problems that requires specialized professional expert help. Changing trends in human resource management have been explained using contemporary examples from Indian companies.
Direct learning strengthening the leadership pipeline coupled with emerging needs of growth projects across geographies. Computer based training packages and multimedia training materials. Safety training received special attention based on the DuPont guidelines identification of skill gaps .One year development program Employee survey Leadership Development: Formal programs. IL2. Leadership appreciation process and subsequently conduct ‘Development Centers’. coaching and on the job training. IL3 Training and Development: e-learning facilities available on the companies internet which facilitated by computer literacy training. Up skilling employees through process based . – (Sir Dorab Tata) 23 . Faculty support.there is a plan in place to introduce a technical competency assessment system.on the job training and diploma courses through premium engineering institutes. Industrial Relations: The welfare of the laboring class must be one of the first cares of the employer.
Keeping morale high among workers can be of tremendous benefit to 24 ..contents for children. Joda East Iron Mines.celebrating festivals together.in the year 2008. Processing Plant Employee Satisfaction: Employee satisfaction is a measure of how happy workers are with their job and working environment.social events . A market based benchmarking of compensation is undertaken. 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……………. education opportunities . Inclusive growth – sports days .
Of course. 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. as happy workers will be more likely to produce more. Both of these tactics have pros and con and should be chosen carefully. such as parties or group outings. Interviews with company management can feel intimidating. which wise employers would do well to implement. clean break room with basic necessities such as running water. and if a company with widespread problems for workers cannot improve their overall environment. Camping trips. Basic considerations like these can improve employee satisfaction. and should be given when possible. Strengthen the working relationship of the employees in a non-work related setting. as workers will feel well cared for by their employers. with which many employers have found success. Surveys and meetings can truly get to the center of the data surrounding employee satisfaction. provide amenities to your workers to improve morale. Surveys are often anonymous. allowing workers more freedom to be honest without fear of repercussion. Many companies also participate in teambuilding retreats that are designed to have found success. Keep facilities such as bathrooms clean and stocked with supplies. If possible. To measure employee satisfaction. While an air of professionalism is necessary for most businesses. and can be great tools to identify specific problems leading to lowered morale. many companies will have mandatory surveys or face-to-face meetings with employees to gain information. can help build close bonds among workers. a bonus may be quickly forgotten as the daily stress of an unpleasant job continues to mount. and stay loyal to the company. backpacking wars and guide backpacking trips are versions of this type of team-building strategy. but if done correctly can let the worker know that their voice has been heard and their concerns addressed by those in charge. Make certain they have a comfortable. There are many factors in improving or maintaining high employee satisfaction.any company. take fewer days off. allowing workers to keep family photos or small trinkets on their desk can make them feel more comfortable and nested at their workstation. few workers will not experience a boost in morale after receiving more money. Yet money cannot solve all morale issues. Raises and bonuses can seriously affect employee satisfaction. 25 . Holding office events.
employees should be treated with courtesy and interest. which appreciate with time whereas all other resources undergo the process of depreciation. income. Employee satisfaction is the terminology used to describe whether employees are happy and contented and fulfilling their desires and needs at work. Human begin was simple treated as log in the movement increasing emphasis has been given to the worker as a whole man. Accordingly. Also. this will increase the level of career satisfaction. An easy avenue for employees to discuss problems with upper management should be maintained and carefully monitored. so does the level of career achievement. It is human asset. the number of children decreased. In early days human resource was not taken as an important factor of production. this indicates that as age increases. career achievement and QWL. education. The need of vast manpower and their importance was realized by some of the progressive entrepreneurs. Employee satisfaction is often measured by anonymous surveys administered periodically that gauge employee satisfaction in areas such as management and teamwork. Marital status. career satisfaction. Similarly with the increase of the total tenure years of employment and tenure with the current employer also indicate the increase in the level of QWL. career achievement. organizational climate and QWL. the respondents who 26 . Success of an organization mainly depends on the quality of manpower and its performance. which convert the various resources in to the production resources. In turn. age. opinions. The emergence of Trade Union and their gradual collective power forced some en+. This means that as age increases. motivation.41]. It has immense potentialities and it only human resources. and satisfaction. Human resources are on major factors of production. showing workers that they are being heard and putting honest dedication into compromising will often help to improve morale. In every interaction with management. This is consistent with the literature that age positively predicts success presumably because extrinsic outcomes accrue over time [40. together with the total tenure years of employment and with the current employer.The backbone of employee satisfaction is respect for workers and the job they perform. It also indicates that older respondents had been long in their career and had achieved more promotions in their careers than had younger executives . total tenure years of employment and tenure with current employer correlate positively with QWL. In this sample. the number of children correlates negatively with total tenure years of employment. Even if management cannot meet all the demands of employees. Employee satisfaction surveys help employers measure and understand their employees' attitude.
8%) in their career progress but not in terms of career balance (36. Quality of Life What is "Quality of Life"? What does it denote? What parameters/attributes can be used to measure QOL? QOL is increasingly referred to in evaluating urban and rural areas. Rapoport and Rapoport  supported this by showing that the family's morale support and the diversion that it entails make it an important factor affecting QWL. the higher the level of QWL. The higher the income obtained by the respondents.worked in MNCs were reported to have a slightly higher level of QWL as compared to those in SMIs. models and more. This is in line with the literature standpoint and expressed in the conflict between work and family life.. Executives who value their career quite highly will find that it affects the amount of time they can devote to the family .6%). However. the respondents did not express the level of satisfaction with their career balance. The results show that the respondents are satisfied with their achievement (63. 27 .. and in several other situations. Some definitions. Participation in the work (family) role is made more difficult by virtue of participation in the family (work) role .
to face challenges and situations that require independent initiative and self-direction (and which therefore is not boring and repetitive work). In the mid 1990s till today faced with challenges of downsizing and corporate restructuring. the author believed this favorable estimate to QWL instead. Possibilities result from the opportunities and limitations each person has in his/her life and reflect the interaction of personal and environmental factors. however. Recognizing the subjectivity of QOL is a key to understanding this construct. (3) in which one understands the role one's activity plays in the achievement of some overall goal. 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.' What is QOL? QOL may be defined as subjective well-being. In the 1980s. (2) in an activity thought to be of worth by the individual involved. QOL reflects the difference.The best way of approaching quality of life measurement is to measure the extent to which people's ‘happiness requirements’ are met – that is those requirements which are a necessary (although not sufficient) condition of anyone's happiness . This enables people who have difficult life circumstances to maintain a reasonable QOL. Enjoyment has two components: the experience of satisfaction and the possession or achievement of some characteristic. (2) the idea of worker participation in organizational problem solving and decision making and (3) the creation of reward structures in the workplace which consider innovative ways of rewarding employee input into the work process such as gainsharing. the gap. between the hopes and expectations of a person and their present experience. etc .those 'without which no member of the human race can be happy. Our definition of quality of life is: The degree to which a person enjoys the important possibilities of his/her life. QWL is reemerging where employees are seeking out more meaning where rising educational levels and occupational 28 . Meaningful and satisfying work is said to include: (1) an opportunity to exercise one's talents and capacities. There are three distinctive elements of QWL related interventions: (1) a concern about the effect of work on people as well as organizational effectiveness. This issue of meaningful and satisfying work is often merged with discussions of job satisfaction. emphasis was increasingly placed on employee-centered productivity programs. and (4) take pride in what one is doing and in doing it well.
the physical work environment. organizational climate Quality of Work Life (QWL) is a philosophy. which holds that people are the most important resource in the organization as they are trustworthy. People also conceive of QWL as a set of methods. fulfilling and devoid of stress and other negative personal consequences . responsible and capable of making valuable contribution and they should be treated with dignity and respect . Thus. with 63% of the variance in QWL. a sense of where one is going in one's work life. QWL encompasses the career development practices used within the organization such as placing clear expectations on employees on their expectations and succession plans. QWL is linked to career development and career is evolving from such interaction of individuals within the organizations. social environment within the organization. to receive constructive suggestions regarding areas they need to work on and to be commended on their job well done. Literature on QWL is limited and several studies commonly correlates with job satisfaction but no study on QWL has associated with career related factors. Key words: Quality of work life (QWL). a set of principles. such as autonomous work groups. 29 . QWL is a comprehensive construct that includes an individual's job related well-being and the extent to which work experiences are rewarding.aspirations in today's slow economic growth and reduced opportunities for advancement. based on labor-management cooperation. career achievement and career balance. The sample consists of 475 managers from the free trade zones in Malaysia for both the multinational corporations (MNCs) and the small-medium industries (SMIs). It requires employee commitment to the organization and an environment in which this commitment can flourish . career. The elements that are relevant to an individual's quality of work life Hinclude the task. employees during their career will like to experience growth and development. The result indicates that three exogenous variables are significant: career satisfaction. administrative system and relationship between life on and off the job . Thus. QWL consists of opportunities for active involvement in group working arrangements or problem solving that are of mutual benefit to employees or employers. there are rising concerns for QWL and for career and personal life planning. This empirical study was done to predict QWL in relation to career-related dimensions. job enrichment. naturally. high-involvement aimed at boosting the satisfaction and productivity of workers . Most people want to improve their performance on the job.
this sector will become even more competitive in the years to come . Malaysia's industrial growth has created a high demand for labor in the manufacturing sector. Therefore. totaling 20.5% during the first six months of the year 2003 . Malaysia's electrical and electronics (E & E) industry is the largest contributor to the country's manufacturing output. Due to the importance of this industry. In fact.575 . it is apparent that males and females independently will need to take care of both work and home. (4) opportunity for continued growth and security. Winter et al. it is difficult to best conceptualize the quality of work life elements . Moreover.14]. The E & E industry continues to be Malaysia's largest export earner at 65. If this trend continues.493 in 2002 in the manufacturing projects out of the total of 68. Hence. (6) constitutionalism in the work organization. multimedia applications. Several published works have addressed the constructs that make up the QWL domain and key elements of QWL programs [1-5. Walton  proposed eight major conceptual categories relating to QWL as (1) adequate and fair compensation. digitalization. the Malaysian government is particularly keen to seek investment projects which will contribute substantially to technology advancement in areas of automation. (7) work and total life space and (8) social relevance of work life. employment and exports.Accordingly. consumer and industrial electronics. (5) social integration in the work organization.  and Hart  found that psychological distress and morale contributed equally to teachers' QWL. They determined that in the work climate of an occupation. Given that female participation at work is increasing. Indeed.  viewed QWL for academicians as an attitudinal response to the prevailing work environment and posited five work environment 30 . (2) safe and healthy working conditions. (3) immediate opportunity to use and develop human capacities. it is a necessity to evaluate the working environment of the executives in this sector that require medium to high skills. the rising number of two-income households is heightening the concern for employees' quality of work life. This is consistent with the finding that competition in world markets for products in electronics has increased considerably over the past few years. QWL can be assessed by combining the amount and the degree of stress and the degree of satisfaction experienced by the individual within his/her occupational role. quality of work experience rather than work per se became the focus of attention  and workplace wellness is crucial in promoting healthier working environments . Others such as Pelsma et al. the E & E industry creates the largest number of job opportunities.
2. Satisfaction leads to motivation. electrification. Rehabilitation colony will have facilities for education. 3. Facilitation of construction of the permanent house with the house building assistance. Relation Between Employee Satisfaction and Motivation. Tata steel believes that the primary purpose of a business is to improve the quality of life of people. 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. water. attitudes and behavior. 5. playground and community centre.domains that include role stress. Facilitation of construction of temporary shelter within the allowance. 4. Maslow's Hierarchy of Needs 31 . This statement could easily understand by the following theory of Abraham Maslow. Tree plantation in the rehabilitation colony. Quality of Life from the view point of TSL Improvement in QOL 1. Building a better Quality of life has always been the purpose of TSL enterprise. job characteristics. Tata steel will volunteer its resources. supervisory. structural and sectoral characteristics to directly and indirectly shape academicians' experiences. Development of a model traditional rehabilitation colony in consultation with villagers. to the extent it can reasonably afford. health and hygiene.
In this hierarchical model. low-level needs such as physiological requirements and safety must be satisfied before higher-level needs such as selffulfillment are pursued. such as: • • • • air water nourishment sleep According to Maslow's theory. In this regard. Abraham Maslow developed a model in which basic. 32 . Higher needs such as social needs and esteem are not felt until one has met the needs basic to one's bodily functioning. 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. if such needs are not satisfied then one's motivation will arise from the quest to satisfy them.If motivation is driven by the existence of unsatisfied needs. when a need is mostly satisfied it no longer motivates and the next higher need takes its place. then it is worthwhile for a manager to understand which needs are the more important for individual employees.
higher needs will not receive much attention. Such needs might be fulfilled by: • • • • Living in a safe area Medical insurance Job security Financial reserves According to Maslow's hierarchy. the need to feel important arises. one's attention turns to safety and security in order to be free from the threat of physical and emotional harm.Safety Once physiological needs are met. 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". Internal esteem needs are those related to selfesteem such as self respect and achievement. higher level needs become important. Some esteem needs are: • • • • Self-respect Achievement Attention Recognition 33 . if a person feels that he or she is in harm's way. Esteem needs may be classified as internal or external. Social Needs Once a person has met the lower level physiological and safety needs. External esteem needs are those such as social status and recognition. the first of which are social needs.
Implications for Management If Maslow's theory holds. company events. Self-Actualization Self-actualization is the summit of Maslow's hierarchy of needs. as one grows psychologically there are always new opportunities to continue to grow. and compensation packages. Unlike lower level needs. job design.• Reputation Maslow later refined his model to include a level between esteem needs and selfactualization: the need for knowledge and aesthetics. It is the quest of reaching one's full potential as a person. There are opportunities to motivate employees through management style. only a small percentage of the population reaches the level of self-actualization. Self-actualized people tend to have needs such as: • • • • Truth Justice Wisdom Meaning Self-actualized persons have frequent occurrences of peak experiences. rest breaks. According to Maslow. there are some important implications for management. this need is never fully satisfied. and wages that are sufficient to purchase the essentials of life. which are energized moments of profound happiness and harmony. 34 . some examples of which follow: • Physiological needs: Provide lunch breaks.
A Short Introduction to TSL. Offer job titles that convey the importance of the position. the manager must be able to recognize the needs level at which the employee is operating. 35 . and use those needs as levers of motivation.• Safety Needs: Provide a safe working environment. the mine is capable of producing sized ore (-37. However. and job security. scrubbing. To motivate an employee.5mm to +10mm) and classifier fines (-10mm). Equipped with a Wet Processing Circuit and primary and secondary crushing. Esteem Needs: Recognize achievements to make employees feel appreciated and valued. iron ore at Joda East Iron Mine is extracted by mechanized open cast mining methods in a series of 9 meter high benches. not all people are driven by the same needs . Social Needs: Create a sense of community via team-based projects and social events. Self-Actualization: Provide employees a challenge and the opportunity to reach their full career potential. It is important to understand the needs being pursued by each employee. Joda Nearly 50 years old. retirement benefits. screening and classification facilities.at any time different people may • • • be motivated by entirely different factors.
The availability of raw material in a huge amount for steel and sponge iron companies makes the environment full of dust. Some of the other steel companies are also situated near to Joda. Chips (-25mm to +10mm) and Fines (-10mm). CHAPTER-3 36 . Joda is covered by big iron mountains. Flux (-40mm to +25mm). 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).The Gomardih (State of Orissa) Dolomite Quarry under the Joda operations is another important minerals resource. Joda East Iron Mines(JEIM) has the capacity of 5 million tone per month.
COMPANY PROFILE 37 .
COMPANY PROFILE TISCO. Captive mines and collieries. wire rods and bars. The process of customer satisfaction at Tata Steel. such as bearings. shareholders. four 4-tonne steam driven blooming mils and a rail and structural mill. For a company fully mindful of its social responsibilities. also called Tata Steel was envisioned by the great patriot. In addition to steel. 38 . steel plant capital equipment and spares.Tata steel is one of the oldest and most successful organization and celebrates the true spirit of steel with Tata steel limited. is meticulously interlinked by a quality and value chain at every stage of its operations. In tune with the vision of its founder. located mainly in Bihar and Orissa.An organization which defined the lives of the people of this small township . Set up with the initial capacity of two 200-tonne blast furnace.one force –The dream of one man which shapes the realities of millions world over today . Jamshedji Nusserwanji Tata. Tata Steel a role model in fulfilling corporate social responsibilities. and employees.One power . The company’s steel works. Tata Steel has play a pioneering role in integrating professional business practices with exemplary corporate citizenship programmes in India. At present it produces steel mainly in the form of flats. the universe of stakeholders extends beyond the realm of customers. tubes. etc. cement. supply the finest grades of feedstock to the steel plant. located in jamshedpur is Asian first and country’s largest integrated private sector steel plant. the company is in the business of diverse products. and founded in 1907. Tata steel begins its journey from the small own jamshedpur in Jharkhand. Tata Steel is also committed to Sustinable Development and recognizes the need to pursue progressive environmental management policies to preserve the ecological balance and biodiversity in areas in the vicinity of its operations. it is now a state-of-art plant with a rated capacity of three million tones per annum of crude steel. Tata Iron and Steel Company Limited. which begins with raw materials preparation. Where every child grows up to a dream and to a reality both leading to one organization .
Backed experience in by steel 100 glorious years Steel of making . the Company today.2009. is among the top ten steel producers in the world with an existing annual crude steel production capacity of around 30 million tonnes per annum and employee strength of above 80. The Company has always had significant impact on the economic development in India and now seeks to strengthen its position of pre-eminence in international domain by continuing to lead by example of responsibility and trust.1% equity and Nat Steel Holdings. 39 .962 million) in 2008 . Established in 1907. South East Asia and the Pacific-rim countries. Managing a global workforce and setting global benchmarks is primarily about managing diversity. The Group recorded a turnover of Rs.000 across five continents. With the acquisition of Corus in 2007 leading to commencement of Tata Steel's European operations. 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 Tata Steel Group has always believed that mutual benefit of countries.147. corporations and communities is the most effective route to growth. which is one of the largest steel producers in the Asia Pacific with presence across seven countries. The Group’s South East Asian operations comprise Tata Steel Thailand.Tata is the world’s 6th largest steel company with an existing annual crude steel production capacity of 30 Million Tones Per Annum (MTPA). in which it has 67. In a process of inclusive growth. And one of the key requisites for successful diversity management is a shared vision. Tata Steel has not limited its operations and businesses within India but has built an imposing presence around the globe as well. Tata Steel’s overseas ventures and investments in global companies have helped the Company create a manufacturing and marketing network in Europe.329 Crores (US$ 28. every person contributes to the blueprint of the future and is truly committed to the stated objectives.
The Tata Group of Companies has always believed strongly in the concept of collaborative growth. 40 .000 people worldwide are currently employed in the seven business sectors in which the Tata Group Companies operate.84 billion. The combined market capitalisation of 27 listed companies. Services. Tata Power has pioneered hydro-power generation in India and is the largest power generator (production capacity of 2300 MW) in India in the private sector. Consumer Products and Chemicals. Other Group Companies in the different sectors are – Tata Motors. the Tata Group has steered India’s ascent in the global map through its unwavering focus on sustainable development. Indian Hotels. being around $40. Jaguar and Landrover are now part of Tata Motor’s portfolio. Energy. Tata Communications. Tata Steel with its acquisition of Corus has secured a place among the top ten steel manufacturers in the world and it is the Tata Group’s flagship Company. and this vision has seen it emerge as one of India's and the world's most respected and successful business conglomerates. Tata Consultancy Services (TCS) is an integrated software solutions provider with delivery centres in more than 18 countries. 11 in the global market in terms of revenue and aspires to be in the top 10 by 2010. Tata Consultancy Services (TCS). It is the largest employer in India in the Private Sector and continues to lead with the same commitment towards social and community responsibilities that it has shown in the past. The Tata Group of Companies has business operations (114 companies and subsidiaries) in seven defined sectors – Materials. Information Technology and Communications. Tata Motors is India’s largest automobile company by revenue and is among the top five commercial vehicle manufacturers in the world. It is currently ranked at no. the Group’s present shareholder base is 3. Tata Tea and Tata Chemicals.2 million. Engineering. The Tata Group has traced a route of growth that spans through six continents and embraces diverse cultures. Over 350. In the face of trying economic challenges in recent times. Tata Power.
In order to become a force that the world has to reckon with. USA has evaluated the Tata Group as the 11th in a global study of the most reputed companies. Brand Finance. Tata Tea. It has a presence in 12 countries in 5 continents. In Business Week magazine’s list of the 25 most innovative companies the Tata name appears 13th and The Reputation Institute. a UK based consultancy firm after a recent valuation of the Tata brand at $9.Indian Hotels Company (Taj Hotels. Its foray into international business has been recognised by various bodies and institutions. 41 . resorts and palaces) happens to be the leading chain of hotels in India and one of the largest hospitality groups in Asia. economically and socially. a loyal and dedicated workforce and its rooted belief in value creation and corporate citizenship. In the road ahead. Through the years. the Tata Group has always ventured into path breaking territory and pioneered developments in industries of national importance. With a holistic approach in all its business operations. with its major acquisitions like Tetley and Good Earth is at present the second largest global branded tea operation. the Tata Group is always ready to realise its vision and objectives. the Tata Group is focusing on integration of new technologies in its operations and breaking new grounds in product development. The company has its own visions .92 billion has ranked it 51st among the world’s top 100 brands. The Eka supercomputer had been ranked the world’s fourth fastest in 2008 and the launch of the Nano has been a benchmark for the auto industry specifically and the economy in general. he had envisaged India as an independent strength – politically.values and own policies and those are the followings. The challenges of the future will only help to enhance the Group’s performance and transform newer dreams to reality. the Tata Group has been amongst the most prestigious corporate presences in the world governed by its principles of business ethics. When Jamsetji Tata gave shape to his vision of nation building by forming what was to become the Tata Group in 1868.
enhancing leadership capability and acting with pace. • 42 .3. by developing leading edge solutions in technology. • Our offer. delivering premium products and services. pride and passion. caring for our communities and demonstrating high ethical standards. by fostering team work. • Our innovative approach. and creating value with our customers. nurturing talent. processes and products. by providing a safe working place. respecting the environment. We make the difference through: Our people.1 MISSION AND VISION VISIONS We aspire to be the global steel industry benchmark for Value Creation and Corporate Citizenship. by becoming the supplier of choice. • Our conduct.
consistent with modern management practices. the Company seeks to scale the heights of excellence in all that it does in an atmosphere free from fear. Overall. and thereby reaffirms its faith in democratic values. Tata Steel strives to strengthen India’s industrial base through the effective utilization of staff and materials. VALUES Trust Ship Integrity Respect for the individual Credibility Excellence 43 .MISSION Consistent with the vision and values of the founder Jamshedji Tata. The means envisaged to achieve this are high technology and productivity. profitability provides the main spark for economic activity. Tata Steel recognizes that while honesty and integrity are the essential ingredients of a strong and stable enterprise.
Some policies: QUALITY POLICY Consistent with the group purpose. We are committed to create value for all our stakeholders by continually improving our systems and process through innovation. HUMAN RESOURCE POLICY Tata Steel recognizes that its people are the primary source of its competitiveness. Tata Steel will strive continuously to foster a climate of openness. mutual trust and teamwork. develop their potential and maximize their productivity. fairness and equity in all its dealing with its employees. It is committed to equal employment opportunities for attracting the best available talent and ensuring a cosmopolitan workforce. Tata Steel shall constantly strive to improve the quality of life of the communities it serves through excellence in all facets of its activities. involving all our employees. This policy will be reviewed to align with business direction and to comply with all the requirements of the Quality Management Standard. It will aim at ensuring transparency. This policy shall form the basis of establishing and reviewing the Quality Objectives and shall be communicated across the organization. 44 . It will pursue management practices designed to enrich the quality of life of its employees.
partners to demonstrate their involvement. 1. develop. We are committed to continual improvement in our S & OH performance.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. legal and other requirements. We will regularly monitor. 45 . review the progress and report. assess and manage our S&O Hazard/risks. 2. implement and maintain management standards and systems. Our fundamentals belief is that all injuries can be prevented. and go beyond compliance of the relevant industry standards. We will identify. This responsibility starts with each one of us. We will ensure WILL and SKILL buildup among employees/ contractor performance. responsibility and accountability to achieve sound S & OH We will set objectives – targets.
Felt concern and care for the employee on “24 hours safety” shall be demonstrated by leaders.SAFETY PRINCIPLE Safety is line management responsibility. All injuries can be prevented. Employees shall be trained to work safely. 46 . 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.
Tata Steel environmental responsibilities 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.
We 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.
Tata Steel Ltd.
Established in 1907 by Jamshedji Nusserwanji Tata in Jamshedpur. Formerly known as Tata Iron and Steel Company Limited (TISCO).30 million tones per annum of crude steel production capacity. With CORUS acquisition ,TSL is worlds 6th largest steel producer .Ranked ‘Best Steel Maker’ by World Steel Dynamics in 2006,2005 and 2001.Ranked 315th on Fortune to Global 500 (post the Corus in acquisition)2007.82,700 employees .Listen BSE and NSE .Headquartered
Jamshedpur ,Jharkhand and registered office in Mumbai. Tata Review, a quarterly magazine that has been in print for the past 55 years, reaches out to a premium audience of corporate leaders, government officials and opinion makers. It seeks to establish the Tata group's thought leadership by featuring the views of the top management on issues of contemporary significance and articulating the group's vision of the future. Some major national steel producers or competitors are follows.
ISPAT JSW ESSAR BHUSHAN SAIL Some global competitors POSCO MITTAL ARCELOR The Tata Steel Group’s growth and globalisation strategy is driven by its business expansion while maintaining profitability and mitigating risks. The Tata Steel Group over the
years has focused on enhancing raw material security and announced major joint ventures in various parts of the globe.
Tata Steel’s Indian operations are one of the most competitive assets in the global steel industry and therefore, capacity expansion in India is one of the key strategies for Tata Steel. The Indian operations draws its greatest strength and its competitive position as one of the lowest cost producers of steel in the world from the quality and yield of its raw material units. The mines have successfully offered raw material security and have partially insulated Tata Steel from the volatility of the global markets. The Company has, therefore, continuously modernised and expanded its raw material facilities right from the 1950s, when it had launched its two million tonne expansion programme. In the financial year 2008-09, the Company commissioned its 1.8 million tonnes of crude steel making capacity at Jamshedpur, which will be further augmented by 3 million tonnes through the ongoing brownfield expansion, by 2011. The 3-mtpa expansion at Jamshedpur will enable Tata Steel to strengthen its market share in the Flat Products segment and simultaneously reduce the operating costs over a large volume of production. The long-term strategy is to continue to pursue capacity expansion in India through Greenfield projects as well. Therefore the India growth strategy remains a fundamental part of the long-term strategy of the Tata Steel Group Total Quality Management (TQM) literature reviews examine the most recent business publication's studies concerning the growing complexities of today’s organizations, which require a definitive management approach to ensure complete efficiency and productivity. Among the many quality management theories research in a literature review, Total Quality Management has surfaced as one of the most respected. Definitions of Total Quality Management vary according to the specific context within which managers and practitioners operate. Total Quality Management is generally recognized, however, as a new system of principles, tools, and practices needed to manage a company in order to provide customer satisfaction in a rapidly changing global economy. Using Total Quality Management not only eliminates product and service defects, but it as well enhances product design, speeds service, reduces costs, and, above all, changes the culture of organizations and improves the quality of work life.
The concept of Total Quality Management was originally developed by the American, W. Edwards Deming, after World War II for improving the production quality of goods and services. The idea was not seriously regarded by Americans until after the Japanese, who adopted it in 1950 to resurrect their postwar business and industry, used it to dominate world markets by the 1980s. By then, most U.S. manufacturers had finally accepted that the nineteenth-century assembly line factory model was outdated for modern global economic markets and that better approaches to general management were needed Comparison between Indian leading players.
Players Year of establishment
TATA 1907 Construction bars Hot rolled Pipes Rods
JSW 2003(1984) Cold rolled sheets and coils
ESSAR 1975 Cold rolled sheets and coils
Hot rolled sheets and coils
Hot rolled sheets and coils
sheets and coils
Cold rolled sheets and coils
Cold rolled sheets and coils
Galvanized sheets and coils
Wires and tubes
Hot rolled sheets Galvanized and coils sheets and coils
Iron ore pellets
Production in million tones Percentage of 9 Production(%) 22 8 8 3.8 9.15 3.5 3.3
(The numerical data’s might be wrong) The respective market share of the major Indian players shown below. SAIL = 22% TATA STEEL = 9% RINL = 7% ESSAR = 8% ISPAT = 6% JSWL = 8% 51 .
24 2004 = 12238. The company has a strong sales and distribution channel as shown below.63 2005 = 16203. Direct supply chain 21 stockyards 25 consignments agencies Wide network of distributors and retailers 15 external processing agents Comparison of Total Income and Total Expenditure Tata Steel Income 2003 = 9956.96 2004 = 10572.61 2006 = 17496.09 Tata Steel Expenditure 2003 = 8958.01 2007 = 16204.72 2005 = 13019 2006 = 14095.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.41 52 .48 2007 = 20344.
92422 2005 = 32.96 Here we see that the sales of TSL has been increasing over the years which is a good sign for the company.27533 2008 = 13.96066 53 .97890 2007 = 16.45750 2004 = 22.26 2008 = 18535.2008 = 23184.39725 2006 = 7. Percentage growth of total income 2003 = 28.
Tata steel India becomes the first integrated steel company in the world. outside Japan. 54 . to be awarded the Diming Application prize for excellence in Total Quality Management for the year 2008.
CHAPTER .4 DATA ANALYSIS & INTERPRETATION 55 .
C.ANALYSIS AND INTERPRETATION The project report is prepared by surveying on a good number of employees from various departments of Tata steel. 16. 4.T. 11. 12. 15. Those departments are as follows. 3. V. Joda east. 7. Joda Electrical Department And Water Supply Geological Department Hospital JCO Administration Security Department Civil Department TSRDS (Tata Steel Rural Development Service) JEIM (Joda East Iron Mines) Joda East Time Office Joda East Processing Plant Joda East Equipment Chief. 13. 5. 6. 10. 8. 17. Joda Khondbond Iron Mine JCO land and Lease JCO Estate & GR HR/IR Department 2. 56 . 14. Departments 1. 9.
but TSL provides accommodation facility to their employees. There employees has no problem for accommodation in TSL. This is the first theory of motivation. Joda are satisfied with the accommodation facility provided by the company. provided by the company ? This is the first basic need of a human. 57 . There are so many big concerns who does not provide accommodation facility to their employees. Accommodation should be situated in a good environment and should be in a good area where one can survive easily. The employees of TSL. Are you satisfied with the accommodation facility. Joda east. TSL has its own township.1.
2. so the company provides Hospital for the employees. 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. Jamshedpur. with a good number of doctors for all diseases. 58 . Both those hospitals are nearest to Joda but those has a long distance. TSL has its own township. There are 11 doctors and 14 nurses available at Joda East. Keonjhar or to Tata Hospital. they has a complain also and that is.Are you satisfied with the health care facility? Health care is one of the important factor life. They have to go for other Hospitals like District Headquarter Hospital. The employees are satisfied for a certain limit.
Are you feeling secure about your job? This is another factor of motivational theory.3. The officers of TSL are experienced and permanent. TSL employees are feeling secure about their jobs. 59 . Feeling secure about the increases the morale of the employee.
Govt.E School.ME School. The various educational institutions are. The school at Joda is an ordinary one. Women’s College.Are you satisfied with the educational facilities available at Joda for your children ? Education is a most vital part of life now a days. Saraswati Sishu Mandir. Joda East UP. M. All parents wants that their children should know all the aspects that how to cope with the competitive world. Tata Primary School. Hill Top Primary School. Every parents want to send their children to a standard school rather than an ordinary school. Joda High School. Girls High School. etc. Joda are not satisfied with the schooling facility available at Joda. and they want that the company should provide a standard schooling facility. but employees of TSL. TSL provides schooling facility for the children of the employees.4. 60 .
Joda is the mines division of TSL . Joda.5. and we could see the hoardings of safety principle every where at TSL. The employees of Joda. The company’s management focused its best in providing the safety appliances to the employees.Does the company provides you the standard safety appliances? The first policy of TSL is safety. 61 . TSL are very much satisfied with the safety appliances provided by the company.
6. safety is a man made function. it means. In the company at every where we could find safety instruction for employees as well as for out side people. if the machine gives a positive isolation. 62 . and employees always suggests outside people to follow the safety standards. on the job training Standard Operating Procedure (SOP) for safety purposes. 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. then employee should be implemented. TSL provides positional training. Last but not the list. There is a Toxic Detected Machine.
63 . All the employees at here shares there information relating their work. all the employees are co-operative with each other. All the employees are very much co-operative with the outside people also.7. Joda are very much satisfied with there team members. They gives respect to each other and they makes fun with each other also. The employees of TSL.Are you satisfied with your team members at your work place ? The team work exaggerates the morale of the employees and they puts heir best effort. divides there work properly.
The unsatisfied employees says that.8. Some of them complains that the training and development programs which are provided by the company are not enough for them. There are 20% employees are satisfied and 80% are not. Joda. 64 . this is not a continuous process at TSL. The employees of TSL are not fully not satisfied with this factor.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.
Canteen.bara. Are you satisfied with the welfare facilities which are provided to you at the working area ? (eg.40 paise Etc. the cost of the foods in the canteen are very low.piazi.egg)=Rs. AC’S . Every rooms of the office are AC(air condition) fitted. Lunch (veg)=Rs. such as.9.3 Lunch (non-veg.etc) Tea=0. well furnished rooms with good lighting facility.40 paise(samosha. electricity and water for employees. 65 .4 Breakfast or evening food items =0..Etc.) The employees of Joda are satisfied with the welfare facilities which are provided to them. There is no charges for accommodation. Joda employees are satisfied with the welfare facilities. TSL.
They must work at there where they gets the right salary according to there performance and should leave TSL. But when I ask the employees of TSL about their salary package according to their performance. Are you satisfied with your salary package? This is the question on which no one will give true answer. if they (unsatisfied employees) are not satisfied.10. 66 . But there are a few young employees are working there. When I ask about those unsatisfied employees to employees who spends their long period of time in TSL said that. and performance wise they are satisfied with the salary package. who are not satisfied with the salary package which they are getting. then why do they working at here. Because every person wants more and more money than he/she gets and that’s why everyone mustn't satisfied with their salary packages.
Does the company co-operates and helps you at any emergency time ? TSL co-operates with there employees in an emergency time.11. company helps them by providing sufficient money. The facilities are like. All the employees are very much satisfied with the emergency helping facility. if one of the employees family member or the employee itself suddenly suffers from a measure disease. 67 .
Do you get recognition for your individual/group performance? Near about 85% TSL employees of the survey gets recognition for their individual/group performance. This is another motivational factor which motivates the employees to give their best again and again towards the company. The rest employees don’t get any recognition because they are new.12. 68 .
and organizes festivals.13. 69 . Some are associated with the community centre and organizes occasional festivals (new year parties). Are you associated with any social activity ?If yes then. what is that ? There are a less number of employees who are associated with any social activity. etc. near about 30% of employees are associated. Some are associated with temple committee.
provides grocery items through store with less price than market. medicines from company’s hospital. starting from well facilitate accommodation.14. On for the rest items the employees have to spent as per the need. etc. because company fulfills all the needs of employees. 70 . Are you maintaining your family comfortably with the salary you have ? All the employees of survey said yes on this question.
The rest of employees has their own house. 71 . Joda.15. own AC’s. Which one you possess in life style? This question reflects the quality of life of the employees of TSL. Above 90% of employees has their own house. own car. and all those necessary items which are needed in today’s life style. own computer/laptop.
16.000. 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. 72 .
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. 73 .17.
Health care facilities for Joda people. billiards to play and some other facilities are also available. Those are Gym-for local people and separated one for TSL employees. Joda East provides some other facilities to employees and local people. then the suggestion giver will be rewarded from Rs. The suggestion could be given by a group of 4 people or by individual. Time to time company provides health awareness to employees. If the suggestion is accepted and implemented.TSL. 74 .000. accept. reject. group performance). Shabashi bonanza TPM circle competition in division level. etc.250-2. Bus to railway station for employees and their family members.50. Two community centers where swimming pool. on hold. There is a suggestion giving facility also available. national level (individual performance. There are three stage of process of that suggestion. like Life Line Express. state level. In this procedure any employee could give suggestion related to their work.
5 FINDINGS & SUGGESTIONS 75 .CHAPTER .
FINDINGS AND SUGGESTIONS TSL’s management fulfills the needs and wants of the employees. which are provided at Jamshedpur. The repair and maintenance work of the houses which are provided to the TSL. The health care facility could be more standardized. just like. 1. The training and development program is not good at Joda. Company should provide a better schooling facility for Joda division . The working environment is good. And school bus for school going children. DAV. 2. Tata steel should provide city living life for employees of joda. 4. English medium and minimum upto 10th or 12th class . This is an off the job facility. BBSR branch. etc. but it could be better by renovating the internal infrastructure of the offices of Joda. 3. 76 . DPS (Delhi Public School). company provides a standard quality of life to all employees. and others. the company should work more on that and should make it a continues process. But there are some places where the company should have to make a few rectifications. TSL could provide more better quality of life at Joda division. Company should provide higher studies facilities for interested employees. Joda employees. 5.
6 CONCLUSION 77 .CHAPTER .
If the employee gives his/her best effort to the company. Earning of more and more money is not enough for live the life. then the next responsibility is of the company to provide a better quality of life in return. who are working and who will work for TSL. then he/she must be disturbed at the working duration. The employees are very much satisfied. Joda division increases its production this year from the employees are very lucky. who are working for TSL. 78 . which it provides at other offices in India excluding Joda division. if an employee wouldn’t able to give time to his/her family. TSL knows for its best TQM and HR policies in the world.CONCLUSION Tata steel limited is one of the best company of India as well as of world. All the employees are motivated and work together to achieve company’s goal. Because of high motivated employees TSL. The company should provide all those facilities.
BIBLIOGRAPHY 79 .
.com 80 .in www. Organizational Commitment and Career Intent. J. Olsan. et.com.in http://globeandmail. Ron. R.ca/qol/. Research. Putting first things first: The quality learning organization. DeVinney. T. (2003.co.co. & Davies.. S.. al.docstoc. Pratt. February 5). "The Physical Quality of Life Index (PQLI)". C.com www. Derek. Environmental issues that affect workplace. (2008) “An Integrative Approach to Quality of Life Measurement. WEBSITES:www.google. M. Development Digest 1: 95–109 ^ "Quality of Life: How Good is Life for You?". Frost. 2009. London: Penguin.. P. 1 (1) ^ Happiness: Lessons from a New Science.S. ^ Morris. B. SSM. Job Satisfaction. 9(3). "Quality of Life". (2003). L. Ingersoll. Morris David (January 1980).tatasteel. J. eds (June 2009).I. ISBN 9780141016900. Johnston.BIBLIOGRAPHY BOOKS:Fordham.utoronto. ISBN 978-1-4051-32879.com. Geraldine et al.P. globeandmail.com www. 32(5). Available: http://globeandmail.A. Drew-Cates. University of Toronto Quality of Life Research Unit. (2002). http://www. L. JONA. ^ Costanza. 250-261. Dictionary of Human Geography (5th ed. 6 April 2006. Oxford: Wiley-Blackwell. Retrieved October 14.tatacommunications. and Policy”.. G.). 19-21.com › Education › MBA www.tatasteel.EN. ^ a b Gregory.
so the company provides Hospital for the employees. 2. Employee are satisfied with the accommodation facility. with a good number of doctors for all diseases. Employees are satisfied with the health care facility? Ans: Health care is one of the important factor life. The 81 .ANNEXURE QUESTIONNAIRE 1. provided by the company? Ans: 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. Joda are satisfied with the accommodation facility provided by the company. The employees of TSL. TSL has its own township.
all the employees are co-operative with each other. Which you prefer most in your lifestyle? On this question the employees has a mixed reaction. and performance wise they are satisfied with the salary package. The employees of TSL. Do you get recognition for your individual/group performance? [ b ] a) 90% c) 50% b) 85% d) 100% 8. How much you spent and how much you save in a month? Ans: All the employees spent above Rs. they has a complain also and that is. Because every person wants more and more money than he/she gets and that’s why everyone mustn't satisfied with their salary packages. Some gives much attention to value. 6. the health care facility is only for small and normal diseases. 3. But when I ask the employees of TSL about their salary package according to their performance. But the number of employees is more. Does the company co-operates and helps you at any emergency time? 82 . Are you satisfied with your salary package? This is the question on which no one will give true answer. in case of doctors and some higher post employees. Joda are very much satisfied with there team members. 7. 5. who prefers to both money and value. Some gives much attention to money.5000 and saves according to their capacity starting from Rs1000 to Rs10.employees are satisfied for a certain limit. 4. Are you satisfied with your team members at your work place ? The team work exaggerates the morale of the employees and they puts heir best effort. 000.
There is a Toxic Detected Machine. if one of the employees family member or the employee itself suddenly suffers from a measure disease. Last but not the list. it means. Every rooms of the office are AC(air condition) fitted. and employees always suggests outside people to follow the safety standards. safety is a man made function. this is not a continuous process at TSL. on the job training Standard Operating Procedure (SOP) for safety purposes. TSL provides facilities are like. and organizes festivals 83 . then employee should be implemented. Canteen. Joda. Are you feeling safe at your work place with the safety standards maintained at present ? In TSL company at every where we could find safety instruction for employees as well as for out side people. Some of them complains that the training and development programs which are provided by the company are not enough for them. company helps them by providing sufficient money.TSL co-operates with there employees in an emergency time.) The employees of Joda are satisfied with the welfare facilities which are provided to them. 6667711. The unsatisfied employees says that. TSL provides positional training. well furnished rooms with good lighting facility. if the machine gives a positive isolation. Some are associated with temple committee. 10. the cost of the foods in the canteen are very low. AC’S .Etc. Are you satisfied with the welfare facilities which are provided to you at the working area ? (eg. near about 30% of employees are associated. 9. Are you satisfied with the training and development programs which are provided by the company ? There are 20% employees are satisfied and 80% are not. 12 Are you associated with any social activity ? There are a less number of employees who are associated with any social activity.
The rest employees don’t get any recognition because they are new . Political climate . 84 . Above 90% of employees has their own house. Which one you possess in life style? This question reflects the quality of life of the employees of TSL.13. own AC’s. Most of the employees are happy with which factors in the company? Employees are happy with these factors those are Social climate.Economical climate Industrial climate. and all those necessary items which are needed in today’s life style 14. 15. Do you get recognition for your individual/group performance? Near about 85% TSL employees of the survey gets recognition for their individual/group performance. Joda. own car. own computer/laptop.
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