A STUDY ON EMPLOYEE’S JOB SATISFACTION IN ... STUDY ON EMPLOYEE’S JOB SATISFACTION IN SALEM STEEL PLANT, SALEM Dr.G.VENKATESAN 1 Dr.R.RAMESH 2 1 Professor & Head , Department of

A STUDY ON EMPLOYEE’S JOB SATISFACTION IN SALEM STEEL

PLANT, SALEM

Dr.G.VENKATESAN 1 Dr.R.RAMESH

2

1 Professor & Head, Department of Management Studies, Jayalakshmi Institute of technology

Thoppur, Dharmapuri -636352. 2 Assistant Professor, Department of Management Studies, Jayalakshmi Institute of technology

Thoppur, Dharmapuri -636352.

ABSTRACT

The project work entitled “A Study on Employees Job Satisfaction In Salem Steel Plant,

Salem” is to study the various factors that are concerned with attitude of the employees. The study

focused on analyzing job satisfaction in level in the organization. The analysis is mainly based on the

primary data, through the survey method. For the study has taken a sample size 110 respondents at

convenience sampling method from the total population. The Study gives Employees opinion about

job satisfaction, opportunity, attitude, stress, leadership, working environment, nature of work,

incentive policy, bonus system, promotional opportunities and increments. The study has used simple

percentage analysis, chi-square And ANOVA used. The study has given suggestions to improve the

motivational factors. In order to increase productivity, Through this organizational objectives can be

easily achieved. Overall company is satisfactory in job.

Introduction

Job satisfaction is a set of unfavorable feeling with employees view their jobs, were

specifically the nature of job they do. The quality of supervision, they receive co-workers pay and

perfect promotional avenues. Job satisfaction affects job performance and absenteeism. Highs job

satisfaction in to high work performance, less employee turnover and less absenteeism.

Determinants of Job Satisfaction

All individuals do not drive the same degree of satisfaction through they perform the same job

in the same environment and at the same time individuals variable which affects job satisfaction let us

see the what there factors are

Individual Factors

Individuals have certain expectation from their job. If the expectations are need from the job.

They feel satisfied. There expectations are based on.

Level of education

Age

Other factors

INTERCONTINENTAL JOURNAL OF HUMAN RESOURCE RESEARCH REVIEWISSN: 2320-9704 - ONLINE ISSN:2347-1662 - PRINT IMPACT FACTOR:1.615VOLUME 4, ISSUE 7, JULY 2016

www.icmrr.org 66 [email protected]

Effects of Job Satisfaction

Job satisfaction has a variety of effects. These may be seen in the context of an

Individual physical or mental health

Productivity

Absenteeism

The various other factors also will determine the job satisfaction,

Age

Time

Intelligence

Education

Personality

Skills

Responsibility

Employee’s attitude

Ventilation

Hours of work

About The Industry

STEEL AUTHORITY OF INDIA LIMITED is the largest producer with a turnover of

45,556Cr.during 2007-08. It operates and owns five integrated steel plants at Bhili, Bokaro, Rourkela

and Burnpur and three specialty steel plants at Salem, Durgapur and Bhadravati.

A subsidiary at Chandrapur produces Ferro alloys. STEEL AUTHORITY produces 14.6MT

of hot melt, 13.5MT of saleable steel in 2006-07.SAIL planned to produce 25MT of crude steel and

saleable steel by 2010.

Ranked amongst the top ten public sector companies in India in terms of turnover, the

company is the most amongst the leading producer of iron ore. The company's captive mines fulfill its

entire iron ore requirements. STEEL AUTHORITY countrywide marketing network comprises 37

branches sales office, 55 stockyards and over 1200 authorized dealers. this helps in marketing the

products in all most all districts of the country, sail manufactures and sells a broad range of steel

products of including HOT and COLD rolled steel and coils galvanized sheets , electric sheets ,

structural, railway products plates, bars and rods, stainless steel and other alloy steels.

STEEL AUTHORITY wide ranges of long and flat steel products are much in demand in the

domestic as well the international market. This vital responsibility is carried out by STEEL

AUTHORITY own Central Marketing organization (CMO) and the international trade division

STEEL AUTHORITY the integrated company comprises the following units / subsidiaries:

Bhilai steel plant, Bhilai, Chhattisgarh

Bokaro steel plant, Bokaro, Jharkhand

Durgapur steel plant, Durgapur, west Bengal



Rourkela steel plant, Rourkela, Orissa

Alloy Steel Plant, Durgapur, West Bengal

SALEM STEEL PLANT, Salem, Tamilnadu

Visveswarayya iron and steel plant, Bhadravathi, Karnataka

IISCO steel plant, Burnpur, west Bengal

Central marketing organization, Kolkata, west Bengal

Research & Development centre for iron and steel, Ranchi

A RICH HERITAGE

The Precursor

STEEL AUTHORITY traces its origin to the formative years of an emerging nation - India.

After independence the builders of modern India worked with a vision - to lay the infrastructure for

rapid industrialization of the country. The steel sector was to propel the economic growth. Hindustan

Steel Private Limited was set up on January19, 1954.

Expanding Horizon (1959-1973)

Hindustan Steel (HSL) was initially designed to manage only one plant that was coming up at

Rourkela. For Bhilai and Durgapur Steel Plants, the preliminary work was done by the Iron and Steel

Ministry. From April 1957, the supervision and control of these two steel plants were also transferred

to Hindustan Steel. The registered office was originally in New Delhi. It moved to Calcutta in July

1956, and ultimately to Ranchi in December 1959.

The 1 MT phases of Bhilai and Rourkela Steel Plants were completed by the end of

December 1961. The 1 MT phase of Durgapur Steel Plant was completed in January 1962 after

commissioning of the Wheel and Axle plant. The crude steel production of HSL went up from .158

MT (1959-60) to 1.6 MT. A new steel company, Bokaro Steel Limited, was incorporated in January

1964 to construct and operate the steel plant at Bokaro. The second phase of Bhilai Steel Plant was

completed in September 1967 after commissioning of the Wire Rod Mill. The last unit of the 1.8 MT

phase of Rourkela - the Tandem Mill - was commissioned in February 1968, and the 1.6 MT stage of

Durgapur Steel Plant was completed in August 1969 after commissioning of the Furnace in SMS.

Thus, with the completion of the 2.5 MT stage at Bhilai, 1.8 MT at Rourkela and 1.6 MT at Durgapur,

the total crude steel production capacity of HSL was raised to 3.7 MT in 1968-69 and subsequently to

4MT in 1972-73.

CREDO

We build lasting relationships with customer based on trust and mutual benefit

We uphold highest ethical standards in conduct of our business

We create and nurture a culture that supports flexibility, learning and is proactive to change

We chart a challenge career for employees with opportunity for advancement and rewards.

We value the opportunity and responsibility to meaningful difference in people's lives.

Profile of Salem Steel Plant

Salem steel plant was a long cherished dream by the government of India to setup an

integrated special steel plant at Salem in the state of Tamilnadu for production of sheets and strips of

electronically. Stainless and mild steel on the basis of sound techno-economic considerations



The construction of the plant was inaugurated in June 13, 1972 by the Late shri Mohan

Kumaramangalam the minister of the steels & mines. It took its shape in the foothills of kanjamalai.

The company "SALEM STEEL LIMITED" was registered on Oct 25th 1972. It is a government of

India undertaking and independent unit of SAIL. The plant was designed to roll out 32,000 tones of

cold rolled stainless steel strips and white sheets per annum in the first phase. Situated in tamilnadu,

the plant brings to India the latest sophistication in cold rolling technology. In the second phase the

production capacity was increased to 70,000tonnes per annum by installing the second sendzimir mill.

Stainless steel form the Salem finds application in industries-nuclear, petroleum, chemicals, fertilizer,

food processing, pharmaceuticals, diary, house hold appliance and cutlery. The plant is actively

pursuing development activities to promote use of stainless steel in new areas such as coinage,

railway, coaches, building, furniture, automobiles, etc. the mill is capable of rolling both stainless and

non- stainless steel. The mill has a hot rolling steckel mill. SSP is producing cold roll stainless steel

coils and sheets of thickness ranging from 0.3mm to 6.0mm with width up to 1250mmin austenitic

ferrite and martens tic grades.

Objectives of the Study

To study and analyze the job satisfaction level among the employees of Salem Steel Plant.

To identify influence level of positive attitude and negative attitude affects the company.

To know about the relationship level between management and the employees in the Salem

Steel Plant.

To measures the impact of current programs, policies and procedures of the company and to

provide suggestions for further improvement.

Scope of the Study

The study has been confined to the employees in Salem steel plant at Salem. The study has

been under taken in order to highlight the job satisfaction of the employees, the company can enhance

the working condition and the over all function of the organization by eliminating dissatisfaction and

providing a good work atmosphere for the employees which will results in increased satisfaction

Limitations of the Study

The study was done only at the Salem steel plant Salem so the findings and interpretations

can not be extended to some other organization

Some of the respondents were not willing to give the correct and full information.

Due to the short duration, I can able to collect the data’s from the respondents of 110 which I

took as sample size.

Research Methodology

To procedures by which researchers go about their work of describing explaining and

prediction phenomena are called methodology. Methods comprise the procedures used for

generating, collecting and evaluation data. Methods are ways of obtaining information useful for

assessing explanations.



Research design

A research design is the arrangements of condition for collection and analysis of data. This

speaks about the decision recording what, where, when, how much by what means concerning on

inquiry or a research studies. In constitutes the blue print for the collection measurements and

analysis of data.

The type of research used in this project is descriptive in nature. Descriptive studies aim at

portraying accurately the characteristics of a particular group or situation.

Primary Data

The primary data was collected from the respondents through the questionnaire, observation

& direct interview.

Secondary Data

The secondary data was collected from the

Company Records

Publications

Magazine

Journals

Internet Sources

Sample size

The Target population of employees is 1328 of Salem Steel Plant. Among which 110 were

taken as a sample size.

Sample Design

The sampling technique used in the study was 'Non-probability convenience sampling'

method was adopted and used for the study.

Simple Percentage Analysis

The expression of data in terms of percentage is of the simplest statistical services used in the

interpretation of business and economic statistic. Percentages are useful chiefly for the purpose of

aiding comparison. A percent is the number o\f hundredth parts on numbers are of another.

Formula:

No. of respondents

Percentage = ---------------------------- x 100

Total No. of respondents



CHI-SQUARE TEST

The chi square test is used to test whether there is a significant difference between the observed

number of responses in each category and the expected number of responses for such category under

the assumptions of null hypothesis. It is one of the simplest and most widely used non parametric

tests in statistical work.

Where,

Formula:

Where,

Oi = Observed frequency

Ei = Expected frequency

The calculated value is compared with table value given degrees of freedom a specified level

of significance. If the observed value is greater than the table value then there exists a significant

relationship between the factors and if the observed value is lesser than it is not considered significant.

Review of Literature

According to the U.S. Department of Education, National Center for, Education

Statistics (NCES), (1999), the more job stress, the lower group cohesion, the lower work satisfaction

and the higher the anticipated turnover. The higher the work satisfaction, the higher group cohesion

and the lower anticipated turnover. The more stable the work schedule, the less work related stress,

the lower anticipated turnover, the higher group cohesion, and the higher work satisfaction. Job stress,

work satisfaction, group cohesion, and weekend overtime were all predictors of anticipated turnover.

These are difference in the factors predicting anticipated turnover for different age groups.

Maslach (1996) Job Satisfaction and burnout are important areas of study because of the

financial and social effects of job satisfaction and the damaging physical / psychological impacts of

burnout. Two hundred family / children and psychiatric workers of seven social service organizations

were surveyed. Instruments used were the Minnesota Satisfaction Questionnaire, the Maslach Burnout

Inventory, and the staff Burnout Scale for Health Professionals.

NCES (1999) and Thomas (2000) reported an increase from 29 percent in 1986, to 45

percent in 1994. This study addressed the factors that nursing staff perceived as creating job

satisfaction in their working environment in addition to addressing the ethical dilemmas that staff

experienced within an acute psychiatric care setting. It also addressed how clinical supervision

contributed to job satisfaction among staff as well as the differences between staff who attended and

staff who did not attend to clinical supervision. Data were analyzed using descriptive statistics.

2 =

n

i Ei

Eii

1

2)(



Chubon (1992) the result of this study showed that the factors influencing nurses are related

to areas of dissatisfaction, for example, stress and experiences with shortcomings. Factors that

contribute to job satisfaction or dissatisfaction were found to be related to the nurses’ value systems.

The ethical dilemmas that were specifically addressed involved how to care for patients and handle

work in relation to patients’ autonomy, how to approach the patient, how to provide care against the

will of the patient, and what action was ethically right for each particular patient.

Lefranois (1994) the current nursing shortage and high turnover is of great concern in many

countries because of its impact upon the efficiency and effectiveness of any health –care delivery

system. Recruitment and retention of nurses are persistent problems associated with job satisfaction.

This paper analyses the growing literature relating to job satisfaction among nurses and concludes that

more research is required to understand the relative importance of the many identified factors to job

satisfaction.

Wilzinki (1991) the satisfaction refers to an individual’s general attitude towards his / her job.

A person with a high level of job satisfaction holds positive attitudes about the job, while a person

who is dissatisfied with his / her job holds negative attitudes about the job. When people speak of

employees attitudes, more often than not they mean job satisfaction.

Analysis and Interpretation

Relationship between the Education Qualification of Respondent and Fairness and Equitable of

Promotions

Table Showing Observed N

UG PG DIPLOMA ITI OTHER TOTAL

Very satisfied 1 3 5 2 1 12

Satisfied 5 17 15 21 0 58

Neither satisfied

or dissatisfied 1 8 8 6 2 25

Dissatisfied 0 4 1 5 0 10

Very dissatisfied 1 0 0 3 1 5

TOTAL 8 32 29 37 4 110

Table Showing Expected N

UG PG DIPLOMA ITI OTHER TOTAL

Very satisfied 0.87 3.49 3.16 4.03 0.43 12

Satisfied 4.21 16.8 15.2 19.5 2.10 58

Neither satisfied

or dissatisfied 1.8 7.27 6.59 8.40 0.90 25

Dissatisfied 0.72 2.90 2.63 3.36 0.36 10

Very dissatisfied 0.36 1.45 1.31 1.68 0.18 5

TOTAL 8 32 29 37 4 110

Null Hypothesis (Ho) – There is no significant relationship between the education qualification of

respondent and fairness and equitable of promotions.



Alternate hypothesis (H1) – There is significant relationship between the education qualification of

respondent and fairness and equitable of promotions.

O E (O-E) (O-E)2 (O-E)2 /E

1 0.87 0.13 0.0169 0.019

3 3.49 0.49 0.2401 0.068

5 3.16 1.84 3.3856 1.071

2 4.03 -2.03 4.1209 1.022

1 0.43 0.57 0.3249 0.755

5 4.21 0.79 0.6241 0.148

17 16.8 0.2 0.04 0.002

15 15.2 -0.2 0.04 0.002

21 19.5 1.5 2.25 0.117

0 2.10 -2.1 4.41 2.1

1 1.8 -0.8 0.64 0.355

8 7.27 0.73 0.5329 0.073

8 6.59 1.41 1.9881 0.301

6 8.40 -2.4 5.76 0.685

2 0.90 1.1 1.21 1.344

0 0.72 -0.72 0.5184 0.72

4 2.90 1.1 1.21 0.417

1 2.63 -1.63 2.6569 1.010

5 3.36 1.64 2.6896 0.800

0 0.36 -0.36 0.1296 0.36

1 0.36 0.64 0.4096 1.137

0 1.45 -1.45 2.1025 1.45

0 1.31 -1.31 1.7161 1.31

3 1.68 1.32 1.7424 1.037

1 0.18 0.82 0.6724 3.73

20.033

Chi-square Result

Calculated chi-square value = 20.033

Degree of freedom = 16

Table value = 26.3

Level of significant = Sig. At 5% level

Conclusion

From the above analysis we conclude that there is no significant relationship between the

education qualification of respondent and fairness and equitable of promotions.



Relationship between the Income Level and Salary System Provided By the Company

Table Showing Observed N

BELOW10000 10001-

20000

20001-

30000

30001-

40000

ABOVE

40000 TOTAL

Very satisfied 0 0 9 0 6 15

Satisfied 12 15 38 0 5 70

Neither satisfied

or dissatisfied 0 5 9 0 1 15

Dissatisfied 2 0 3 0 0 5

Very dissatisfied 1 2 1 0 1 5

TOTAL 15 22 60 0 13 110

Table Showing Expected N

BELOW10000 10001-

20000

20001-

30000

30001-

40000

ABOVE

40000 TOTAL

Very

satisfied 2.04 3 8.18 0 1.77 15

Satisfied 9.54 14 38.18 0 8.27 70

Neither

satisfied or

dissatisfied

2.04 3 8.18 0 1.77 15

Dissatisfied 0.68 1 2.72 0 0.59 5

Very

dissatisfied 0.68 1 2.72 0 0.59 5

TOTAL 15 22 60 0 13 110

Null Hypothesis (HO) – There is no significant relationship between the income level and salary

system provided by the company.

Alternate Hypothesis (H1) – There is significant relationship between the income level and salary

system provided by the company.

O E (O-E) (O-E)2 (O-E)2 /E

0 2.04 -2.04 4.16 2.03

0 3 -3 9 3

9 8.18 0.82 0.67 0.08

0 0 0 0 0

6 1.77 4.23 17.89 10.10

12 9.54 2.46 6.05 0.63

15 14 1 1 0.07

38 38.18 -0.18 0.03 0.0007

0 0 0 0 0

5 8.27 -3.27 10.69 1.29

0 2.04 -2.04 4.16 2.03

5 3 2 4 1.33

9 8.18 0.82 0.67 0.08



0 0 0 0 0

1 1.77 -0.77 0.59 0.33

2 0.68 1.32 1.74 2.55

0 1 -1 1 1

3 2.72 0.28 0.078 0.028

0 0 0 0 0

0 0.59 -0.59 0.34 0.576

1 0.68 0.32 0.102 0.15

2 1 1 1 1

1 2.72 1.72 2.95 1.08

0 0 0 0 0

1 0.59 0.41 0.168 0.28

27.63

Chi-square Result

Calculated chi-square value =27.63

Degree of freedom = 16

Table value = 26.3

Level of significant = Sig. At 5% level

Conclusion

From the above analysis we conclude that there is significant relationship between the income

level and salary system provided by the company.

ANOVA

Relationship between Age and the Promotional Opportunities

STEP: 1

Null Hypothesis H0= µ1=µ2=µ3=µ4=µ5

Alternate Hypothesis H1= µ1 ≠ µ2 ≠ µ3≠µ4≠µ5

STEP: 2

X1 X2 X3 X4 X5 (X1)2 (X2)2 (X3)2 (X4)2 (X5)2

0 0 0 0 0 0 0 0 0 0

0 16 2 0 0 0 256 4 0 0

2 30 13 0 0 4 900 169 0 0

1 5 5 6 3 1 25 25 36 9

7 9 10 0 1 49 81 100 0 1

10 60 30 6 4 54 1262 298 36 10

No of observation (N) = 25

Total no of observation (T) = 110

STEP: 3

Correction Factors = (T)2\ N= 484

STEP: 4

SST=TOTAL SUM OF SQUARE

((∑X1)2 + (∑X2)2 + (∑X3)2…..)- (T)2 \ N

SST = 1176



STEP: 5

SSC = ((∑X1)2 \ N1 + (∑X2)2 \ N2+ (∑X3)2 \ N3…..)- (T)2 \ N

SSC =446.4

STEP: 6

To Find SSE= SST-SSC

SSE = 729.6

NEXT TO FIND ANOVA TABLE

SOURCES OF

VARIABLES

SUM OF

SQUARE D.O.F

MEAN SUM OF

SQUARE

VARIANCE

RATIO

Between column SSC=446.4 V1=C-1

V1=4

MSC=SSC\C-1

MSC=111.6

F=MSE\MSC

F=0.326

Within samples SSE=729.6 V2=N-C

V2=20

MSE=SSE\N-C

MSE=36.48

STEP: 7

The no. of D.O.F is (4,20)

The table value of f at 5% level T.V= 4.26

Conclusion

Here, C.V < T.V so accept H0

Hence there is no significant relationship between the age and the promotional opportunities.

Relationship Between Educational and the Promotional System

STEP: 1

Null Hypothesis H0= µ1=µ2=µ3=µ4=µ5

Alternate Hypothesis H1= µ1 ≠ µ2 ≠ µ3≠µ4≠µ5

STEP: 2

X1 X2 X3 X4 X5 (X1)2 (X2)2 (X3)2 (X4)2 (X5)2

0 5 3 0 0 0 25 9 0 0

5 15 3 8 1 25 225 9 64 1

14 10 4 0 1 196 100 16 0 1

6 14 13 2 2 36 196 169 4 4

0 1 2 0 1 0 1 4 0 1

25 45 25 10 5 257 547 207 68 7

No of observation (N) = 25

Total no of observation (T) = 110

STEP: 3

Correction Factors = (T)2\ N= 484

STEP: 4

SST=TOTAL SUM OF SQUARE

((∑X1)2 + (∑X2)2 + (∑X3)2…..)- (T)2 \ N

SST = 602

STEP: 5

SSC = ((∑X1)2 \ N1 + (∑X2)2 \ N2+ (∑X3)2 \ N3…..)- (T)2 \ N

SSC =196



STEP: 6

To Find SSE= SST-SSC

SSE = 406

NEXT TO FIND ANOVA TABLE

SOURCES OF

VARIABLES

SUM OF

SQUARE D.O.F

MEAN SUM OF

SQUARE

VARIANCE

RATIO

Between column SSC=196 V1=C-1

V1=4

MSC=SSC\C-1

MSC=49

F=MSE\MSC

F=0.414

Within samples SSE=406 V2=N-C

V2=20

MSE=SSE\N-C

MSE=20.3

STEP: 7

The no. of D.O.F is (4,20)

The table value of f at 5% level T.V= 4.26

CONCLUSION:

Here, C.V < T.V so accept H0

Hence there is no significant relationship between the educational and the promotional system.

Findings

Majority (40.90%) of the respondents are in the age group of 31- 40 yrs

Most (91.81%) of respondents are male

Part (33.63%) of respondents are ITI

60% of respondent have above 10 yrs of experience

54.54% of respondents are satisfied towards promotion opportunity.

36.38% of respondent are satisfied towards the manager’s clear sense of direction.

38.20% of respondent are satisfied towards frequency and period of training program.

54.56% of respondents are satisfied towards the communication of information of change.

63.63% of respondents are satisfied towards the leave policy offered by the company.

63.63% of respondents are satisfied towards the safety policy offered by the company.

63.63% of respondents are satisfied towards employees insurance policy provided by the

company.

50% of employees are satisfied towards canteen facility offered by the company.

36.36% of respondents are satisfied towards recreation facility offered by the company.

There is no relationship between education qualification and fairness equitable of promotions

There is no significant variation between age and promotional opportunity.

There is no significant education qualification and bonus system provided by the company

Suggestions

The following recommendations may be offered for improving the job satisfaction of

employees. This includes the recommendations offered by sample respondents also.

The company may take necessary arrangement to make awareness about the promotional

opportunities to the employees.

The company may take the action to improve the relationship among the supervisors,

colleagues and management through programmes.



The company may make the employees improve the interest towards the job through the job

enrichment, job enlargement etc.

The company may also give additional opportunity and training program for the workers if

they prefer.

The companies’ bonus and increment policies to be clearly communicate to the employees.

The top management and supervisor can handle clear sense of direction for the employees.

The company can improve recreation facilities offered to make the employees to feel

comfortable.

CONCLUSION

Job satisfaction plays major role in the company. A person with a high level of job

satisfaction holds positive attitudes about the job, while a person who is dissatisfied with his/her job

holds negative attitudes about the job. Satisfied employees are producing more and more output in the

production view for the satisfaction of employees.

Through the study it is found that job satisfaction level of employees in SALEM STEEL

PLANT is satisfactory. Still there is a room for improvement in some area’s Company has to do

conduct some programs like proper training. Company could clearly define the promotional

opportunities. Company could motivate the employees with timely incentives and increments. The

relationship between superior and subordinates may be improved by conducting some programs and

interactive sessions. All there thinks will benefit both employer and employees

References

1. Stphen P. Robbins – organizational behavior eight editions, Prentice hall of India. (Page No.277)

2. Kothari C.R - Research methodology, new age international prakasm publishers, second edition.

(Page No.328)

3. RAO. V.S.P– Human Resource Management. (Page No.117)

4. Prem Chand, Performance management, McMillan India Ltd, Human Resource Management by

Khanka (Page No.301)



Documents

A STUDY ON EMPLOYEE’S JOB SATISFACTION IN ... STUDY ON EMPLOYEE’S JOB SATISFACTION IN SALEM STEEL PLANT, SALEM Dr.G.VENKATESAN 1 Dr.R.RAMESH 2 1 Professor & Head , Department of