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 ABSTRACT

A STUDY ON EMPLOYEES JOB SATISFACTION IN THE INDIA CEMENTS

LIMITED is used to study the job satisfaction level of the employees in the
organization and various factor involved in that.

The data were collected from both primary and secondary sources. The primary
data is collected from various employees in The India Cements Limited through
questionnaire. Researcher chose 100 as sample.

The secondary data were collected from various journals, magazines, articles,
various sites and company records. The main objective of the study is to analyze
the factors that are used to improve the job satisfaction level.

The study infers that most of the employees are satisfied with their job and also
various benefits were given by the organization.
Chapter-I
 INTRODUCTION
COMPANY PROFILE

The India Cements Ltd was established in 1946 and the first plant was setup at
Sankarnagar in Tamilnadu in 1949 . Since then it has grown in stature to seven
plants spread over Tamilnadu and Andhra Pradesh .

THE VISION
The new millennium will bring with it new challenges and greater opportunities.
The 21st century will most certainly see the unfolding of a period of extraordinary
possibilities and incredible developments bringing about more fundamental
changes in the global economy than the last 200 years. The successful corporates
will be those who equip themselves to meet the challenges and convert
opportunities into winning strategies. If we are to keep pace, it is imperative that
we learn to successfully tread the global pathway.
In this journey, clarity of vision, a readiness to cultivate a global mindset,
effectiveness, harnessing of human resources to enhance job and knowledge skills
of employees, a strong accent on R & D and innovation and a move away from
selling, to innovative marketing in recognition of the fact that the Customer is truly
King, are some of the strategies that will help corporates to survive and succeed.
However it must be remembered that it is not enough to adopt a set of values and
just leave them in place. In order to move with the changing times, values and
ideas must be ceaselessly re-examined so as to ensure that they are in tune with the
organisation's goals.
The India Cements Limited is committed to contribute its might in making the 21st
century an "Indian Century".

THE MISSION
Aiming High:
We should be one of the largest Cement Companies in the Country. Our growth in
size will be through continuous review of potentials of the existing manufacturing
resources, strategic acquisitions and expansions.
Core Competency:
Cement will be our mainstay. However, we shall venture into related fields which
afford purposeful synergy.
Quality Quest:
Product quality, consistency and customer service will be pursued as an act of faith
throughout the organisation.
Modern Mindset:
In an environment which is intensively competitive, we shall be futuristic in
outlook and effective in management.
Pursuit Of Excellence:
The growing size of our business permit us to have an R & D set up of our own.
We shall continuously challenge methods, systems, operating parameters. We shall
constantly review our manufacturing systems to upgrade quality and value of
products.
Human Resources:
We consider people as our valuable Assets. Our HRD Systems will be totally
proactive and tuned to provide excellent working environment and transparent
organisational culture for creativity, innovation and participation.
Value Addition:
ICL will continuously strive to enhance its value to its customers, ShareHolders
and Employees.
Community Welfare:
As the organization grows, as a good Corporate Citizen, we shall be sensitive to
the welfare and development needs of the Society around us.

PRODUCT OF THE INDIA CEMENTS LTD

Coromandel King-Sankar Sakthi- Raasi Gold

Coromandel King, Sankar Sakthi and Raasi Gold are high strength cements to meet
the needs of the consumer for high strength concrete. As per BIS requirements the
minimum 28 days compressive strength of 53 Grade OPC should not be less than
53 Mpa. For certain specialised works such as prestressed concrete and certain
items of precast concrete requiring consistently high strength concrete, the use of
53 Grade OPC is found very useful. 53 Grade OPC produces higher-Grade
concrete at very economical cement content. In concrete mix design, for concrete
M-20 and above Grades a saving of 8 to 10% of cement may be achieved with the
use of above mentioned 53 Grade OPC.
Coromandel-Sankar-Raasi
Coromandel, Sankar and Raasi are the 43 grade OPCs most popular general-
purpose cement in the market today. The production of 43 grade OPC is nearly
50% of the total production of cement in the country
Blended Cement
Coromandel Super Power, Sankar Super Power and Raasi Super Power are the
premium blended cements from THE INDIA CEMENTS LIMITED. It is produced
by intergrinding of OPC clinker alongwith gypsum and mineral admixtures.
Dedicated to the end user after passing through stringent tests at our R&D
laboratory, it ensures durable structures that lasts for generations.

COMPANY HIGHLIGHTS

 The Company is the largest producer of cement in South India.

 The Company's plants are well spread with three in Tamilnadu and four in
Andhra Pradesh which cater to all major markets in South India and
Maharashtra.

 The Company is the market leader with a market share of 28% in the South.
It aims to achieve a 35% market share in the near future. The Company has
access to huge limestone resources and plans to expand capacity by de-
bottlenecking and optimisation of existing plants as well as by acquisitions.

 The Company has a strong distribution network with over 10,000 stockists
of whom 25% are dedicated.

 The Company has well established brands- Sankar Super Power,

Coromandel Super Power and Raasi Super Power
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TECHNOLOGY
MILESTONE
 1946 Incorporation of The India Cements Limited.
 1949 Commissioning of first Cement plant at Sankarnagar-Installed capacity
1 lac tonnes per annum.
 1963 Commissioning of second Cement plant at Sankaridrug-Installed
capacity 2 lac tonnes per annum.
 1969 Capacity expansion at Sankarnagar touches 9 lac tonnes per annum.
 1971 Capacity Expansion at Sankari Durg to 6.00 Lakh tonnes per annum.
 1990 Acquisition of Coromandel Cement plant at Cuddapah-Installed
Capacity rises to 2.6 million tonnes per annum.The India Cements Ltd.
becomes the largest producer of Cement in South India.
 1994 ISO 9002 Certification for Sankarnagar plant.
 1996 India Cements' green field cement plant at Dalavoi commences
commercial production. Installed capacity 0.9 million tonnes per annum.
 1997 India Cements acquires Cement Plant of Visaka Cement Industry Ltd.,
at Tandur, Ranga Reddy district of Andhra Pradesh. Installed capacity 0.9
Million Tonnes.
 1998 India cements acquires Raasi Cement Ltd., at Nalgonda District of
Andhra Pradesh.Installed capacity 1.8 million tonnes.
 1999 India Cements acquires Cement Plant of Shri Vishnu Cement Ltd., at
Nalgonda District of Andhra Pradesh. Installed capacity 1.0 Million Tonnes.
 2001 Group's overall capacity reaches 9 million tonnes.
 2004 The Unique Waste Heat Recovery System for generation of power
from waste gas at Vishnupuram Cement Plant was commissioned during
November 2004, for a capacity of 7.7 MW of power.
  2007 The Company has converted the Sankari plant from wet process to dry
process and commissioned the plant.
 2008 The Company has successfully bid for the Chennai franchise of the
DLF-IPL 20/20 Cricket Tournament –“Chennai Super Kings”.
 2009 The Company has completed and commenced commercial production
of one million tonne grinding plant at Parli (Maharashtra).
 2009 The Company’s subsidiary, namely, Trishul Concrete Produts Limited
has completed and commenced commercial production of one lakh Cu.M
ready mix concrete Plant at Hyderabad (Andhra Pradesh).

CEMENT INDUSTRY OVERVIEW

The cement industry in India has been enjoying its best period with a healthy
growth in demand in the past two years. The industry has been operating at its near
full capacity during this period. The cement prices have been steady throughout the
year with this firm demand position.

The all India clinker production picked up further by 6.5% to 129.70 million
tonnes as compared to 121.75 million tonnes during the previous year. The overall
production of cement in the country for the year ended March 2008 was up at
168.31 million tonnes as against 155.66 million tonnes in the previous year
registering a growth of 8.1%. The domestic consumption of cement grew further
by 9.8% over and above the double digit growth recorded in the previous two
financial years and was at 164.02 million tonnes as compared to 149.40 million
tonnes in the previous financial year. The cement export was, however, lower at
3.65 million tonnes as against 5.89 million tonnes in the previous year due to a
buoyant domestic market. The clinker exports were also lower at 2.37 million
tonnes as compared to 3.10 million tonnes in the previous year.
SHARE PERFORMANCE
Chapter-II
 CHAPTER – 2

REVIEW OF RELATED LITERATURE

JOB SATISFACTION

Job satisfaction, its causal factors and its effect upon organizational health are all
part of the various factors under study for this assignment. Job satisfaction for an
individual can be influenced by a number of factors that include first the job itself,
the salary, the promotion policy of the company, the attitudes of the co workers,
the physical and mental stress levels involved, the working conditions, the interest
and challenge levels. Most organizations periodically measure job satisfaction
among employees through mainly quantitative techniques using rating scales.

Numerous research studies on job satisfaction and reasons thereof have, as the
following excerpts shows, ended in a number of very interesting findings, We view
job satisfaction as emerging from a variety of factors, including characteristics of
the organizational environment, specific features of the job, and the personal
characteristics of the worker.

Abraham Maslow in his theory of hierarchical needs in 1943.Maslow’s theory

opines that humans have five progressive sets of needs, the first set being purely
physical needs, also called physiological needs. These include all the needs a
person needs just to stay alive like food, water, air, the maintenance of body
temperature and the necessity of voiding of natural human waste. It is only when
this basic need set is satisfied that the next set of needs will be thought of for
satisfaction. A number of opinions have been voiced on the limitations of
Maslow’s theory and the need to look at the issue from multiple perspectives
before accepting a particular position.

Clayton Alderfer revised Maslow’s theory of needs and called them Existence,
Relatedness and Growth. ERG theory see different needs from different levels
existing in a sort of continuum where while there is a hazy precedence for a lower
level need, it can still very well exist in the presence of a higher level need.

Victor Vroom, in 1964, stipulated in his theory of expectancy that the force
motivating a person to exert effort or to perform an act in a job situation depends
on the interaction between what the individual wants from a job (valence) and the
degree to which he/she believes that the company will reward effort exerted
(expectancy) on that job with the things he/she wants.

Turner and Lawrence (1965), Hackman and Oldham (1975,1980), Szilogyi

and Keller (1976), among others have proposed that intrinsically, satisfying jobs
are those where there is variety, where workers have autonomy in choosing
procedures, where feedback is received concerning the effectiveness and work
impact, where the work has some social significance or makes an important
contribution to a product or services.

The key task characteristics are as follows:

• Task Importance: The perceived importance of the task performed in a job is

expected to correlate positively with overall satisfaction with the job (Hackman
and Oldman, 1975, 1980)

• Level of supervision on the task: A task that is not closely supervised is likely
to give sense of autonomy and personal accomplishment to the worker. This
therefore means that freedom from supervision should be positively correlated with
job satisfaction (Turner and Lawrence, 1965).
• Task complexity: A complex task engages more skills and abilities, it is more
challenging and therefore, it’s expected to contribute to job satisfaction (Schwab
and Cummings, 1976).

• Level of concentration required on the task: These mental demands required

by a task be expected to relate positively to job satisfaction (Csiks Zeutmihalyi,
1975)

• Time: This has to do with the amount of time spent in performing a task. One
would expect that a task that takes a great deal of the work day will have a greater
impact on satisfaction with the work itself. (Schriber and Crutek 1987).

Higher job satisfaction has been linked with employees who are able to exercise
autonomy (Sekaran 1989) and with those who have a higher level of job
involvement (Mortimer and Lorence 1989). Women have been found to report
significantly higher job satisfaction than men (Hull 1999; Sousa-Poza and Sousa-
Poza 2000), although this gender gap appears to be narrowing (Rose 2005). Some
researchers have noted that older workers tend to have a higher level of job
satisfaction, although a number of studies have shown that the age variable might
be more a proxy for experience (Janson and Martin 1982; Kalleberg and Loscocco
1983; Brush, Moch et al. 1987). Older workers also tend to be situated in higher-
level positions, which might be more fulfilling than the less exciting entry-level
positions of those just entering the work (Danziger and Dunkle, 2005).

Gender differences in the job satisfaction of public employees: a study of seoul

metropolitan Government,korea

A Journal of Research, May 2008 by sangmook kim

 A central paradox in studies of gender and job satisfaction is why women's job
satisfaction is not lower than men's, given that women's job's are often inferior in
terms of pay,autonomy,and promotional opportunity[chiu 2008]. However, very
few researches have made an explicit attempt to explain this paradox. also much of
the research on job satisfacton and gender has been conducted in the United States.

Using the data set on work orientations from the 2007 international Social
survey Program, Sousa-poza and Sousa-poza showed that in most countries
women wewe actually less satisfied than men, whereas in the great Britian and the
United States women had much higher job satisfaction levels than men among the
1 countries. Thus it seems that the gender/job-satisfaction paradox is not a
worldwide but an Anglo-saxon phenomenon

Job satisfaction palls quickly for most workers

HR Magazine, March, 2008

Most employees are full of enthusisam when they begin a new job. Within six
months, though, that enthusiasm wanes for most people, according to a survey
released recently by Sirota survey intelligence.
And it has nothing to do with age. employees of all ages who had been on the
jobless than a year registered a 70 percent satisfaction level with their work. After
two to five years, job satisfaction dropped to 53 percent.
sirota, which specializes in attitude research, examined the overall satisfaction of
64,304 workers surveyed for the firms clients, focusing particularly on job equity,
or being treated fairly with respect to the basic conditions of employment.
 "Company culture-- or how management treat employees, and management's
attitudes and behaviuors toward worker-- determines ow much of a downturn in
enthusiasm there will be," says Sirota president Douglas Klein.
"Older employees start new jbs with the same hopefulness as younger workers.
They have the same fundamental needs as young employees," adds Klein. "Their
level of enthusiasm depends on how well their needs are met as they move through
the various stages of their employment life cycle."

Integrating situational and dispsitional determinants of job satisfaction:

findings from three samples of professionals.[psychological research ]
Journal of Psychology, the, july, 2008 by Chors, J. Christopher; Abele,
Andrea E.; Dette, Dorothea E.

Job satisfaction is a central construct in organisatonal psychology. it is assosiated

with important work related and general outcomes[e.g., higher levels of job
performance, organisational commitment, discretionary activities such as
organisational citizenship behavior, and life satisfaction] aswell as with lower
levels of absenteeism, lateness, and turnover[Hullin & Judge, 2007 ; Johns,2007 ;
Judge, parker, Colbert, Heller, & llies, 2007 ]
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Chapter-III
 CHAPTER -3
OBJECTIVES OF THE STUDY

 To study the present level of satisfaction of the employees in The India

Cements Ltd.
 To study and analyse the various factors that are affecting the job
satisfaction level in The India Cements Ltd.
 To study the factors that can improving the job satisfaction
Level of employee in The India Cements Ltd .
 To study the significance between the qualification of employees and
monetary benefits given to the employee using chi-square test
 To study the significance between the employee years of experience and
level of communication with their supervisor using chi-square test
 SCOPE OF THE STUDY

1. The project was developed on the basis of employee’s job satisfaction.

2. It will be helpful to find out the factor which encourages the employee to
work with high involvement.

3. It will be helpful for the company to find out the job satisfaction level of their
employees and in turn help to create a favour job environment for the
employee to increase the productivity of the company.
Chapter-IV
 CHAPTER- 4

RESEARCH METHODOLOGY

4.1 DATA COLLECTION:

4.1.1 Sources of data collection:
4.1.1.1 Primary data
Primary data are collected afresh and for the first time. It is the data
originated by the researcher specifically to address the research problem.
In this study, primary data is collected primarily to understand the existing
recruitment and selection process the organization is using.
4.1.1.2 Secondary Data
Secondary data includes those data which are collected from internet and
records of the organization.
4.1.1.3 Data collection Instrument:
Questionnaire Design begins with an understanding of the capabilities of a
questionnaire and how they can help in research. If it is determined that a
questionnaire is to be used, the greatest care goes into the planning of the
objectives.
Questionnaires are like any scientific experiment. One does not collect data and
then see if they found something interesting. One forms a hypothesis and an
experiment that will help prove or disprove the hypothesis.

4.2 SAMPLING:
Sampling process includes the following steps that are sequentially shown
• Define the Target Population
• Define the Sampling frame
• Determine the sample size
• Execute the sampling process

4.2.1 Sample Size Design

It refers to the number of elements to be included in the study. A sample design is
a definite plan for obtaining a sample from a definite population. It refers to the
technique or the procedure the researchers would adopt in selecting items for the
sample. It is determined before data is collected.
• 100 samples are collected from employees of The India Cements Ltd,
Sankarnagar
4.2.2 Sampling Process
Convenience Sampling: A convenience is obtained by selecting ‘convenient’
population units. The method of convenience sampling is also called the chunk. A
chunk refers to that fraction of the population being investigated which is neither
by probability nor by judgment but by convenience.

4.3 TOOLS FOR ANALYSIS:

• Percentage Analysis
• Chi-square analysis
4.3.1 Percentage Analysis:
In percentage analysis, charts like bar chart and pie charts are used to graphically
represent the results from percentage analysis of the questionnaire
4.3.2 Chi-Square Analysis:
The chi-square is one of the most widely used non-parametric tests in statistical
work. The Chi-Square was first used by karl pearson in the year 1900.
It is defined as
 x2= Σ [O-E] 2/E
Chi-square test is applicable to a very large number of problems in practice. With
the
help of this test we can find out whether two or more attributes are associated or
not.
4.4 Research Design
In this study, descriptive Research Design is used. The major purpose of
descriptive research is description of the state of affairs, as it exists at present. The
main characteristic of this method is that the researcher has no control over the
variables, he can only report has happened or what is happening.

LIMITATIONS OF THE STUDY

• Due to time constraint elaborate study was not made.

• Only certain factors are considered in this study to measure the job
satisfaction level of the employees.
Chapter-V
 CHAPTER-5

DATA ANALYSIS AND INTERPRETATION

TABLE 5.1
CLASSIFICATIONS BASED ON YEARS OF EXPERIENCE

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Chapter-VI
 FINDINGS OF THE STUDY

 Most of the employees inferred that they are satisfied with the salary given
to them.
 A majority of the employees suggested that there is a great connection
between their performance and the payment given by the organisation,
 Most of the employees said that the workload given by the organisation is
high.
 Many of them suggested that there is an opportunity for advancement in
their organisation.
 Most of the employees inferred that the level of communication with their
supervisor is satisfied.


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Chapter-VII
 SUGGESTIONS AND RECOMMENDATIONS

1. Some of the employees feel that they are highly stressed because of the

heavy work load. So, they can give regular interval during the work.

2. Few of the employees felt that their ideas and opinions are not taken into

consideration. So, they can give priority to their ideas.

Chapter-VIII
 CHAPTER-8
CONCLUSION

The project was to study the employee’s job satisfaction in The India Cements
Ltd. This study would be helpful to understand how employees would perceive
about the available facilities towards job satisfaction.

Professor N.Palaniappan.,MBA.,MCom.,MPhil.,(PhD)
can help you for your SCDL MBA project, MBA
synopsis, MBA Assignment and MBA subject coaching.
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 Bibliography

Books Referred
1. .Kothari C.R. Research methodology, published by Tata McGraw-Hill.
2. Human Resource Management in a Business Context by Alan Price
published by Tata McGraw Hill
3. Strategy and Human Resource Management by Peter Boxall, John
Purcell

Sites Visited
1. http://www.indiacements.co.in
2.www.citehr.com
 ANNEXURE-1
A STUDY ON EMPLOYEES JOB SATISFACTION IN THE INDIA
CEMENTS LIMITED
1. Name :
2. Designation :
3. Age : a) 18-25 b) 26-35 c) 36-45 d) above 45
4. Marital status : a) Married b) Unmarried
5. Years of experience : a) Less than 2 years b) 3-5 years c) 6-8 years
d) above 8 years
6. Qualification : a) Below SSLC b) SSLC c) HSC d) UG
e) PG
7. Indicate the level of satisfaction for salary given to you
a) Highly satisfied b) Satisfied c) Highly dissatisfied d) Dissatisfied
8. Identify the level of satisfaction for monetary benefits given to you
a) Highly satisfied b) Satisfied c) Highly dissatisfied d) Dissatisfied
9. Is there any connection between pay and performance?
a) Yes b) No
10. The level of workload
a) Very high b) High c) very low d) Low
11. Is there any opportunity for advancement?
a) Yes b) No
12. What is the level of communication with your supervisor?
a) Highly satisfied b) Satisfied c) Highly dissatisfied d) Dissatisfied
13. Is your job secured?
a) Yes b) No
14. Do you receive useful and constructive feedback from your superior?
a) Yes b) No
15. Does your organization give adequate feedback about your
Performance?
a) Yes b) No
16. Does your organization encourage teamwork?
a) Yes b) No
17. Are you encouraged to learn from your mistakes?
a) Yes b) No
18. Are you able to satisfy both your job and family responsibilities?
a) Yes b) No
19. The level of relationship with your peers?
a) Highly satisfied b) Satisfied c) Highly dissatisfied d)
Dissatisfied
20. Do you have the resources that are needed to do your job well?
a) Yes b) No
21. Do you have adequate opportunity for your career development in your
Organization?
a) Yes b) No
22. Do you receive adequate training that are needed to do your job well?
a) Yes b) No
23. Do you have mentor at work?
a) Yes b) No
24. Are you satisfied with the work environment in your organization?
a) Yes b) No
25. Do you receive appropriate recognition for your contribution?
a) Yes b) No
26. Is your ideas and opinions are taken into consideration?
a) Yes b) No
Professor N.Palaniappan.,MBA.,MCom.,MPhil.,(PhD)
can help you for your SCDL MBA project, MBA
synopsis, MBA Assignment and MBA subject coaching.
Please call us on our mobile no. 9025810064 or mail us in
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