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INTRODUCTION
Quality of work life
Work is an integral part of our everyday life, as it is our livelihood or career or business.
On an average we spend around twelve hours daily in the work place, that is one third of
our entire life; it does influence the overall quality of our life. It should yield job
satisfaction, give peace of mind .a fulfilment of having done a task .It is expected without
any flaw and having spent the time fruitfully, constructively and purposefully. Even if it is
a small step towards our lifetime goal, at the end of the day it gives satisfaction and
eagerness to look forward to the nest day.
The various factors that influence and decide the quantity of work life are:
1. Attitude2. Environment3. Opportunities4. Nature of job5.
People
6. Stress level7. Career prospects8. Challenges9. Growth and Attitude10. Risk involved and reward
Attitude
The person who is entrusted with a particular job needs to have sufficient knowledge ,
required and skill expertise ,enough expertise , enthusiasm ,energy level, willingness to
learn new things , dynamism , sense of belongings in the organization , involvement in
the job , inter personal relations ,adaptability to changes in the situation ,openness for
innovative ideas, competitiveness , zeal ability to work under pressure , leadership
qualities and team spirit.
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Environment
The job may involve dealing with customer who have varied tolerance level, preferences ,
behavioural pattern ,level of understanding ; or it may involve working with dangerous
machine like drilling pipes ,cranes , lathe machine , welding and soldering machines , or
even with animals where maximum safety precautions have to be observed which needs a
lot of concentration ,alertness , presence of mind , quick with involuntary actions
,synchronization of eyes ,hands , and body ,sometimes high level of patience ,tactfulness
,empathy and compassion and control over emotion.
Opportunities
Some jobs offer opportunities for learning, research, discovery, self development,
enhancement of skills, room of innovative, public recognition, exploration, celebrity status,
and loads and loads of fame .Others are monotonous, repetitive, dull routine, no room for
improvement and in every sense boring .Naturally the former ones are interesting and every
much rewarding also.
Nature of job
For example a driller in the oil drilling unit, a driver, a fire-fighter, traffic policeman, train
engine driver, construction labourers, welder miner, lathe mechanic have to do dangerous
jobs and have to be more alert in order to avoid any loss of limbs, or loss of life which is
irreparable whereas a pilot, doctor, judge, journalist have to be more prudent and tactful
in handling the situation; a CEO, a professor, a teacher have more responsibility and
accountability but safe working environment; a cashier or a security guard cannot afford to
be careless in his jobs as it involves loss of money, property, and wealth; a politician or a
public figure cannot afford to be careless ,for his reputation and goodwill is at stake .Some
jobs needs soft skills, leadership qualities, intelligence, decision making abilities, the
ability to train and extract work from others .the other jobs needs forethought ,vision, and
yet other jobs need motor skills, perfection and extreme carefulness.
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People
Almost everyone has to deal with three set of people in the workplace. Those are namely
boss, co-workers in the same level and subordinates. Apart from this, some profession need
interaction with people like patients, media person, public, customers, thieves, robbers,
physically disabled, and mentally challenged, children, foreign delegates, gangsters,
politicians, public figures and celebrities. These situation demand high level of prudence,
cool temper, tactfulness, humour, kindness, diplomacy, and sensitiveness.
Stress level
All these above mentioned factors are interrelated and interdependent. Stress level need
not be directly proportional to the compensation. Stress is of different types- mental
stress/physical stress and psychological or emotional stress. A managing director of a
company will have mental stress, a labourer will have physical stress, and a psychiatrist
will have emotional stress. Mental stress and emotional stress cause more damage than
physical stress
Career prospects
Every job should offer career development. That is an important factor which decides the
quality of work life. Status improvement, more recognition from the management,
appreciation is the motivating factors for anyone to take keen interest in his job. The work
atmosphere should be conducive to achieve the organizational goal as well as individual
development. It is a win-win situation for both the parties of an employee should be
rewarded appropriately for his good work, extra effort, sincerity and at the same time
lethargic and careless employee should be penalised suitably this will motivate the former
to work with more zeal and deter the latter from being so, and strive for better performance
.
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Challenges
The job should offer some challenges at least to make it interesting. That enables an
employee to upgrade his knowledge and skill and capabilities. Whereas the monotony of
the job makes a person dull, non enthusiastic, dissatisfied, frustrating, coplacement,
initiativeless and uninteresting. Challenge is the fire that keeps the innovation and thrill
alive. A well accomplished challenging job yields greater satisfaction than a monetary
perk; it boosts the self confidence also.
Growth and Development
If an organization does not give chance for growth and personal development it is very
difficult to retain the talented personnel and also to find new talent with experience and
skill.
Risk involved and Reward
Generally reward or compensation is directly proportional to the quantum of work, man-
hours, nature and extent of responsibility, accountability, delegated powers, authority of
position in the organizational chart, risk involved level of expected commitment, deadlines
and targets, industry, country, demand and supply of skilled manpower and even political
stability and economic policies of a nation. Although risk is involved in every job its nature
and degree varies in them; all said and done, reward is a key criterion to lure a prospective
worker to accept the offer.
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REVIEW OF LITERATURE
Miller, 1978; Kirkman, 1981; Metz, 1982; Mirvis&Lawler, 1984; Cooper, 1988
Defines the qualities of work life are broadly similar to the study on Singaporean Employees
development suggest four dimension of quality of work life labelled as,
i. Favourable work environmentii. Personal growth and autonomy
iii. Nature of jobiv. Stimulating opportunities and co-workers.
Good performance is recognized in addition to rewards being based upon performance while
employees are respected and treated like mature people.
The study on Singaporean employees development,
Cheng S says in high QWL there should be a positive impact on personal life, an
opportunity to be involved in decision as well as an acceptable level of physical comfort. The
job seen to exit within high QWL work situation are those in which there is a minimal
negative impact on ones personal life, and hopefully one which has a positive impact on
ones personal life.
We would expect that these dimension comprising QWL that were found in the present
sample are consistent with the rapid economic growth and increasingly higher levels of
educational standard in Singapore. Research studies (Taylor, 1977;
Taylor, 1978; Donald, 1997) have generally established that QWL is positively associated
with the job satisfaction and can be a significant motivator. One implication of this finding
for management is the need to consider the type of intrinsic and extrinsic factor highlighted
by the four aspects of QWL that comprises the motivational reward incentive system used in
the organization. Designing the job and the work environment so as to include the
characteristic of the QWL dimension discussed above will contribute to the workers sense of
well being and provide a more positive start to other work motivation programmes within the
organization.
Kirkman (1989) suggests that in future work society; the drive for more humanitarian
treatment both in and out of work will increase.
Cheng Sin his paper QWL through employee participation in Singapore has discussed the
following four different approaches to QWL employee share option scheme, joint
management consultation, quality circle and industrial relation circle.
This is an interesting situation given the high degree of emphasis on achieving high standard
in performance and quality known in Singapore.
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QWL has also been viewed in a variety of ways including a) as a movement b)as a set of
organizational intervention c) as a type of working life felt by employees QWL , self
evaluation and life satisfaction among American African
When for many people sex and relationship are troublesomesince they are often hazardous
to our health. Work plays an even greater role in keeping us out of trouble. Regardless of
how much we earn most of us have some kind of agenda or work plan. And with so many
people opening a home and a cyber office, with mounting levels of technology related stress
(which Bruria Ginton, owner turned content provider, calls frustression), many of us end up
involved in more than a job, which we feel compelled to get done, spending the greatest
portion of our lives in what we consider our work place. So quality of work life is not some
notion of frivolous luxury. QWl is just as real and useful as virtual reality itself.
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STATEMENT OF PROBELM
The particular topic is chosen because quality of work life exercised an important influence
on human life. The close attention of quality of work life precedes a more humanised work
environment. It attempts to serve a higher order need of workers as well as their more basic
needs. This project is aimed at understanding of the employees Quality of work life and to
analyse their feeling of his or her job. The working condition, his supervisors, his
organization, his fellow workers, his extend of motivation, his job satisfaction and activities.
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OBJECTIVE OF THE STUDY
PRIMARY OBJECTIVE
To study the quality of work life of employees in THE FERTILIZERS AND CHEMICALTRAVANCORE LTD [FACT}
SECONDARY OBJECTIVE
To find out how quality of work life leads to high satisfaction To know the existing working condition, industrial health and safety help to improve the
quality of work life
To study the workers participation in FACT Ltd To examine how the training and development programmes help to improve the quality of
work life
To know how the various welfare activities and other benefits helps to bring better quality ofwork life.
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SCOPE OF THE STUDY
The project was undergone in THE FERTILIZERS AND CHEMICALSTRAVANCORE LIMITED [FACT] for a period of one month. Theoretical knowledge is
insufficient to cope up with the modern functioning of the companies. So in order to gain
practical knowledge, the project was done at FACT on the topic employees satisfaction
towards quality of work life.
Quality generally defined as conformance to requirement quality is as fitness for
purpose. The concept of quality is not apply to all goods and services created by human
beings, but also for workplace where the employees were employed.
Quality in the workplace comes from understanding and then fully meeting, the needs of all
your internal and external customers, now and into the future and doing so with continual
improvement in efficiency and effectiveness.
QWL refers to the favourableness or un- favourableness of total job environment of the
people. The basic purpose is to develop jobs and working condition that are excellent for
people as well as for the economic health of the organization. QWL provides more
humanized work environment. It attempts to serve the higher order needs of workers as well
as their more basic needs. It seeks to employ the higher skill of workers and to provide an
environment that encourages improving their skills.
Q - Quest for excellence
U - UnderstandingA - Action
L - Leadership
I - Involvement of the people
T - Team spirit
Y - Yardstick to measure progress
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RESEARCH METHODOLOGY
Research design
A sound research design is inevitable for the work to be successful. Hence the research
design was descriptive in nature. Research design is the frame work which provides
guidelines for the rest of the research process. Descriptive research includes surveys, and
FACT finding enquiries are f different kind.
.
Data Collection Method
In this organization study of the methodology involved of two types of data they are:
a. Primary dataPrimary data are those data, which are collected from primary sources. Normally these data
are collected from direct observation. Primary data are those collected by the investigator
himself for the first time and thus they are original in character. They are collected for a
particular purpose. These data are collected for the first time for the purpose of a study and its
primary in nature.
b. Secondary dataSecondary data are statistics that already exists. They have been gathered not for immediate
use. This may be described as those data that have been compiled by some agency other than
the user. There are two types of secondary data- internal and external secondary data
The internal secondary data is a part of the companys record, for which the research is
already conducted. Internal data are those data that are found within the organization
.external secondary data are collected by the researcher from outside the company.
Questionnaire type
The technique used by the researcher was non disguised structured technique or structured
direct technique. This technique requires that the question shapes be asked by using the same
words and in the same sequence for all respondents. This technique was used for theemployees. The questionnaire of employees contained the following type of question.
Population
The employees working in various departments in FACT are coming under the population of
the study
Contact method
The method used to contact the respondents was the direct personal interview.
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Period of study
The period of the study was limited by one month; it was from February to March.
Sample size
The size was taken among the employees working in various departments in FACT and size
was 100
Sampling method
The method was used as random and descriptive methods for the study.
Research tool
The collected data for presented for analysis using simple percentage method, weighted
average method,.
Sampling type
The simple random sampling technique was used in this analysis.
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SIGNIFICANCE OF THE STUDY
Quality of work life covers various aspects under the general umbrella of supportive
organizational behaviour. Thus the QWL should be broad in its scope. It must evaluate the
attitude of the employees towards the personnel policies. The research will be helpful inunderstanding the current position of the respective company. And to provide some strategies
to extent the employees satisfaction with little modification which is based on the internal
facilities of the company.
This research can be further used to evaluate the facilities provided by the management
towards the employees. This study also helps in manipulating the basic exception of the
employees.
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LIMITATION OF THE STUDY
Converting qualitative data into quantitative data may often lead to inaccurate result The respondents may not have expressed then strong negative feelings about the
policies, which result in the error of central tendency.
few respondents were reluctant while answering the question
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INDUSTRY PROFILE
INTRODUCTION ABOUT THE INDUSTRY
Fertilizer Industry
Though much euphoric services sector growth in Indian economy has drawn the
attention over the globe, still it is importance brings confusion when we come across the
parameters like increasing inequality and a stalemate in poverty condition.
Agriculture the backbone of Indian economy still holds its relative importance for more
than a billion peoples. The government of India from time to time has taken considerable
steps for the upliftment of agriculture sector. Here we have analysed the performance of
fertilizer industry being one of the vital parts in agricultural production and government
policy and initiatives for the same.
Fertilizer in the agriculture process is an important area of concern. Fertilizers industry
in India has succeeded in meeting the demand of all chemical fertilizer in the recent years.
The fertilizer industry in India started its first manufacturing unit of single super phosphate
(SSP) in Ranipet near Chennai
Indias green revolution in late sixties gave a positive boost to sector. The sector
experienced a faster growth rate and presently India is the third largest fertilizer producer
in the world.
Indian fertilizers industry
India is primarily an agriculture based economy. The agriculture sector and its other
associated spheres provide employment to a large section of the countrys population and
contribute about 25%to the GDP. The Indian fertilizer industry is one of the allied
sectors of the agriculture sphere. Indian has emerged as the third largest producer of
nitrogenous fertilizers. The adoption of back to back five year plan has paved the way for
self sufficiency in the production of food grains. In fact production has gone up to an
extent that there is a scope for the export of food grains. This surplus has been facilitated
by the use of chemical fertilizers.
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The large scale use of chemical fertilizers has been instrumental in bringing about the
green revolution in India. The fertilizer industry in India began its journey way back in
1906. During this period the first single super phosphate (SSP) factory was established in
raniput Chennai. It had a capacity of producing 600MT annually. In the pre and post
independence era a couple of large scale fertilizer units were established namely the
fertilizer corporation of India in Sindri, Bihar and the fertilizer and chemicals Travancore
of India Ltd in Cochin, Kerala.
The Indian government has devised policies conducive to the manufacture and
consumption of fertilizers. Numerous committees have been formed by the Indian
government to formulate and determine fertilizer policies. The dramatic development of
the fertilizer industry and the rise in its production capacity has largely been attributed to
the favourable policies. This has resulted in the large scale investments in all the three
sectors viz... Public, private and co-operative. At present there are 57 large scales fertilizers
unit. These manufacture an extensive range of phosphatic, nitrogenous and complex
fertilizers. Out of these 57, 29 units are engaged in manufacturing urea, while 13 of them
produce calcium ammonium nitrate and ammonium sulphate. The remaining 20 fertilizer
plant manufacture complex fertilizer and DAP.
The department of fertilizer is responsible for the planning, promotion and development
of the fertilizer industry. It also takes into account the import and distribution of fertilizers
and also the financial aspects. There are four main division of the department. These
include fertilizers import, movement and distribution, finance and accounts, fertilizers
project and planning and administration and vigilance. It makes an assessment of the
individual requirements of the states and union territories and then lays out an elaborate
supply plan.
Through the soil in India is rich in silt, it lacks chief plant nutrients like potassium,
nitrogen and phosphate. The increase in the production of fertilizers and its consumption
act as a major contributor to overall agricultural development.
Size if Indian fertilizer industry
The production of food grains in India rose by an excess of 156 million MT since 1951-
52. The fertilizer industry has played a major role in this mass production of food grains.
The fertilizer industry came into being in India in the year 1906. The first manufacturing
unit of Single Super Phosphate (SSP) had a manufacturing capacity of 6000MT
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As per government of India records on 31.01.2007, the India fertilizer industry has
made a production of 120.61LMTof nitrogen (N) and 56.59LMT of phosphate (P) nutrient.
The installed capacity of urea in India is estimated to be 207.52 LMT. This was an
increase by more than 200LMTsince 1951-52.per hectare consumption has scaled to
104.5kg while the figure was less than 1kg in 1951-52.
The Indian fertilizer industry started operating in a big scale since 1940s, when the
fertilizer &chemicals Travancore of India Ltd.and the fertilizer corporation of India were
set up in Kerala and Bihar respectively. The fertilizer industry in India grew to a
considerable extent in 1070s and 1980s after the emergence of the green revolution in the
late sixties.
The private sector has also contributed to the Indian fertilizer industry. Some of the
notable private companies to contribute to the production and Chambal fertilizers and
Chemical limited and Tata chemicals limited. The private sector produced 44.73% of
nitrogenous fertilizer and 62.08% of phosphate fertilizers in 2006-07.
The Indian large size fertilizers units manufacture wide varieties of nitrogenous and
phosphate/complex fertilizers. As in 2005-06 these large scale fertilizers units count 56. In
addition to the nitrogenous and phosphatic /complex fertilizers the large scale unit
produced in India by 9 units. Besides there are 72 small and medium scale fertilizers units.
These units operate mainly to produce SSP.
The growth of the fertilizers industry was at its peak in the 1970s and 1980s. The growth
was a bit stagnant in the last decade of the 20th
century. But with many radical steps been
taken by the Government of India, the industry is expected to grow again.
Global demand for Indian fertilizer
Global demand for Indian fertilizer has been on steady rise and so has been its
demand for fertilizer imports. India at present holds the fourth position as an exporter of
fertilizers in the global market.
But its own demand for fertilizers almost equals its exporting capacity. The rapid rate
of population growth and the rising demand for food product has increased the demand of
fertilizer in India.
The primary factor behind the demand of fertilizer in India is the nature of the Indiansoil. Although the soil for agriculture is rich in silt, it is deficient in nutrients such as
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potassium, phosphate and nitrogen. To supplement these nutrients, India has to produce
and also import fertilizers. Amongst the major fertilizers exported from India is urea.
The private fertilizers company in India are now taking their business to foreign shores,
setting up the plants in other countries. This is a positive gesture towards increasing the
global demand for Indian fertilizers and also meeting the same. Soon after the reliance
industries declaration of building two million ton capacity fertilizer unit, national
fertilizers Limited has announced its negotiation and talks with international chemical
group to start joint ventures in Brunei, Qatar and Egypt. The venture will see increased
production of phosphoric acid and Muriate of potash (MOP). The future thus looks bright
for the Indian fertilizers industry in the global market. The Government of Indian is
lending all support to the fertilizer companies by subsidizing the raw material, relaxing the
export policies and so on.
The global fertilizers demand as a whole shows a sharp rise in the recent years. In 2005 -
06 it is registered a 1.5% growth which is increased sharply to 5% in 2006-07. The demand
for nitrogen fertilizers is the highest, surpassing the demand for potassium and phosphate
fertilizers. If the demand is analyzed on the basis of region then North America shows the
greatest demand for fertilizers with an annual demand growth of 9.9%, followed by West
Asia (8.1%) and South Asia (5.5%)
Private Companies in Indian Fertilizer market
A number of private companies in the Indian fertilizer market are engaged in production
of the agro- input. Most of the companies also engage in exporting fertilizers in the global
market, earning foreign capital from the business. The country stands at the third position
among the largest producers of the product in the world. India is also ranks among the
highest consumer of fertilizers which is dependent for its optimization on the fertilizer
industry.
Phosphatic and nitrogenous fertilizers such as urea, single super phosphate and
ammonium are produced by the companies in India. Complex fertilizers such as did-
ammonium phosphate are also domestically produced. However, lack of indigenous
reserves of potash does not support the production of potassic fertilizers in the country.
The nitrogenous fertilizers production capacity is higher in the public sector units while the
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private companies in the Indian fertilizers market have a larger capacity for the production
of phosphatic fertilizers.
Private Companies Producing Fertilizers in India
Some of the private companies producing fertilizers in India are mentioned below:
Khaitan Chemicals and Fertilizers Limited- This Company produces single super
phosphate fertilizers and sulphuric acid. The fertilizer is manufactured in the granular form
in this company. Haitian Chemicals and fertilizers limited has its office in Indore.
Mangalore Chemicals- This is the only company in the state of Karnataka that is engaged
in the manufacturing of chemicals and fertilizers. The plant has an annual turnover of more
than Rs 800 core.
Nagarjuna Fertilizers With their office at Hyderabad, this company is engaged in the
production of fertilizers and agro -chemical and fertilizers. It is also engages other
activities such as refining petroleum, finance and power.
BEC Fertilizers This Company is dedicated to the manufacture of agro inputs that will
facilitate the agriculture sector. The company manufactures the product ANAND single
super phosphate along with other micro nutrients, plant hormones and chemicals for the
protection of plants. The company has established its units in Bilaspur, Uttar Pradesh.
DSCLThe primary business of this company is based in North India is the manufacture
of urea and other farm inputs such as DAP, chemicals and pesticides.
Some of the other private companies engaged in the production of fertilizers in India
are listed below:
The Scientific fertilizers co Pvt Ltd Coromondel fertilizers Deepak fertilizers and Petrochemical Corporation Limited Apratim International Aries Agro Vet Devidayal Agro Chemicals
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Public Sector Companies in Indian Fertilizers Market
There are number of public sector companies in Indian fertilizers market producing
complex fertilizers, ammonium sulphate, DAP, calcium ammonium nitrate and urea. At
present there are nine public sector undertaking in the Indian fertilizers market and one
cooperative society. These function under the supervision of the Department of fertilizers
of India. Out of these 63 large units producing fertilizers in India, 9 units are dedicated to
the production of ammonium sulphate and 38 units produce urea. There are 79 small and
medium scale units that are dedicated to the production of single super phosphate. The
Indian industries producing fertilizers have total capacity of 56 lakh MT of phosphatic
nutrient and 121 lakh MT of nitrogen.
Some of the public sector undertakings in this sector are mentioned below:
Fertilizer Corporation of India Limited (FCIL) - This Company was established on 1st
January 1961. It was later recognized with the National Fertilizers Limited from 1978. FCI
comprises of four units in Gorakhpur (Uttar Pradesh), Sindri (Jharkhand), Ramagundam
(Andhra Pradesh) and Talcher (Orissa). The company incurred a loss of Rs.1209.10 crore
during the financial year of 2004-2005
.
Hindustan Fertilizer Corporation Limited (HFC) Established on 14th
March 1978,
Hindustan Fertilizer Corporation Limited was incorporated consequent to the recognition
of the NFL group of companies and the fertilizer corporation of India Limited. The
company have established 4 units at Durgapur (West Bengal), Namrup (Assam), Haldia
(West Bengal), and Barauni (Bihar). It has incurred a net loss of 964.61 in the financial
year 2005-2006.
Rashtriya chemical and Fertilizer Limited (RCF) This Company was incorporated in
the year 1978 consequently after the recognition of the fertilizers corporation of India. The
company has its units in Trombay and Thal. The net worth of the company in the year
2000-2001 was 1366 crore.
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The fertilizers and Chemical Travancore Limited (FACT)
Incorporated in the year 1943, FACT is dedicated to the production of ammonium
sulphate. The company has earned a net profit of Rs235.66 crore at the end of the financial
year 2006
Madras Fertilizers limited (MFL) MFL was registered in the year1966 the company
has its plant in chemical and is dedicated to the production of ammonia, complex and bio-
fertilizers and urea. The MFL has utilised 76% of its capacity to produce 368.5 thousand
tons of urea in 2005-06. The company produced 208.02 thousand tons of complex
fertilizers using 25 %of its capacity.
Some of the other companies engaged in the production of fertilizers are listed below:
Paradeep phosphate Limited (PPL) Neyveli Lignite Corporation Ltd (NLC) Hindustan copper Limited (HCL) Steel Authority of India limited (SAIL)
Challenges before Indian Fertilizers Industry
The growth trajectory of the Indian fertilizers industry has camouflaged the impending
challenges with which it is faced. Growth and development of agriculture in India derives a
significant stimulus from the fertilizers industry. Agricultural milieu in India could be
jeopardized by the uncertainties in the fertilizers industry. The government is faced with
the piquant situation, which demands a balance between the needs of the farmers and the
fertilizers manufacturers.
The challenges before the Indian fertilizers industry relate to the incertitude fertilizers
in the past few years. Good monsoonal showers have led to the growth in agriculture,
inadvertently increasing the consumption rate of fertilizers. However the robust growth in
consumption propensity has not been met with the required surge fertilizers production.
This has widened the gap between the demand and supply of fertilizers, which has led to
an increase in a dependence of the country on imports. This also reflects on the lack of
realizing of the domestic capacity utilization of the reserves in the country.
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Another important factor that has led to the stunted growth of the fertilizers industry is
the rise in prices of the feedstock. The fertilizer industry is dependent on gas for the
production of urea and phosphoric acid for the production of phosphatic fertilizers and
DAP. The country imports its units from other countries. The overseas suppliers of raw
material realize the predicament of the Indian fertilizers industry and have started
exploiting the shortage through clever pricing.
In the recent years some of the private companies, dedicated to the production of
fertilizers have affectively taken stakes in the overseas sources of raw materials. Although
this has aided the industry, it has however been unable to reduce the governments burden
of subsidizing the rates. The fertilizers industry is remained protected under the umbrella
of the retention pricing scheme of the Indian government.
The government has introduced policies to decontrol the prices but it has been delayed by
the implementation of the parameters that have not augured in favour of the industry. As a
result fertilizers subsidies continue to mount and are expected to cross Rs 50,000 crore in
the year2008. The pricing of the fertilizers are also dependent on the freight charges that
are Baltic dry index.
The fertilizers industry is faced with other challenges inter alia infrastructural bottlenecks
and the uncertainties in the government policies. The delay in decision making and
obscurity in setting parameters are among some of the major drawbacks of the government
policies directed towards the industry.
To retrieve the health and growth of the fertilizers industry, the government of India is in
need of long term realistic policies that would enable the industry to overcome the
challenges and survive the present impasse.
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COMPANY PROFILE
The fertilizers and Chemicals Travancore LimitedCochin
FACT COCHIN DIVISION
Unit profile
The Fertilizers and Chemicals Travancore Limited ----Cochin Division (FACT_CD) is
the second manufacturing division of FACT. The factory is situated at Ambalamedu,
Kochi. The division was formed as part of the planned efforts by the government to give
the greatest scope to the use of indigenous technology in setting up large sized fertilizers
plants. FEDO and P&D of FCI (now PDIL) were entrusted with the responsibility of
installing these large plants with minimum foreign assistance. The site development
included the formation of an artificial reservoir stretching over 200 acres of low lying
paddy fields by constructing a suitable earthen dam to meet water requirement of plants
and township. The reservoir is supplied with water from the periyar valley irrigation
project through a canal.
The FACT_CD has two phases. The phase 1of the division is having facilities toproduce 1, 98,000 tonnes of ammonia and 3, 33,000 tonnes of urea per annum. But due to
the financial crisis these plants are not productive presently. Only the phase 11 plants are in
productive now. The phase 11 consist of three plants namely sulphuric acid plant,
phosphoric acid plant and NP plant having annual capacities of 3,30,000 MT, 115200 MT
of p2O5and 4,85000 mt of complex fertilizers respectively.
The factory side is connected by rail, road and waterways, which facilitates movement
of raw material and products. FACT CD has a track record of earnestness in combating
pollution. The facility provided for the treatment of effluents /emission include urea
hydrolyser stripper which is installed at urea plant. The phase 11 effluent treatment plant
wherein the effluents are treated with controlled lime addition. Fume scrubbers for
emission from complex plant, DCDA process with candle filters at the outlet of absorption
towers of sulphuric acid plant,
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Energy Conservation Achievement
The instrument air requirements of various plants in FACT-Cochin division
phase11mwere being met from the individual instrument air (IA) system located in the
respective plants. For ammonia, urea and bagging plant in phase 1the total requirement
was met from a single large H. T Khosala compressor located in ammonia plant.
Consequently to shut down the ammonia and urea plant in Phase 1in February 2003 H.
T Khosala compressor was remaining idle. On studying the various IA systems, it was
found feasible to meet the entire IA requirement of the various plants from the HT Khosala
compressor located in the ammonia plant and all other individual compressor could be
stopped. The project was implemented ata minimum cost of Rs 2 lakhs making use of
redundant lines.
Energy Conservation Plans and Targets
Two projects have been planned for the coming years 2004 &2005 using excess steam in
sulphuric acid plant. The total electrical energy saving anticipated is 1921 MWh and the
total investment is 27.5 lakhs
Environment and Safety
Safety Department
Safety department is the functioning to provide safe and healthy working environment to
the employees of this organization. The company is having a declared health and safety
policy. A safety committee is constituted with representatives of employees and senior
officer from operation and maintenance departments. Chief Superintendent of production
is the chairman of the safety committee. The committee meets at regular intervals to
discuss the accident prevention programme.
The employees representatives are encouraged to bring to the notice of the chairman about
any unsafe condition noted in plants. It is ensured that the decision taken in the safety
committee are implemented in the time bound manner.
A housekeeping inspection committee is functioning to keep better housekeeping
standards in the plants and its surrounding. The committee visits the plant regular intervals
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and assesses the standards by awarding marks to each area. The result is informed to all
employees to create general awareness.
In order to make the organization an accident free one, the departments where no accidents
occurred and the department where accident are less than the previous year are well
appreciated.
As a part of accident prevention programmes safety work permits are made mandatory for
carrying out the maintenance job in plants. The three types of safety work permits are in
vogue in the organization, namely Hot works permits, Vessel entry permits, Cold work
permits.
It is an organization come under the definition of major hazard Industries. A detailed on
site emergency plan is prepared and submitted to statutory authorities. Based on this mock
drill are done to face any eventualities like fire or toxic release.
Environmental Control
FACT cochin division is committed to the protection of environment by prevention of
pollution and continual improvement in the environmental performance, the company has
installed several project for the prevention of pollution like effluent treatment plant,sewage treatment plant, ammonia stripper, fumes scrubber in NPk plant, start up scrubber
in sulphuric acid plant, attack scrubber and general scrubber in Phosphoric acid plant,
green belt development etc..
They are regularly monitoring the pollutants in stack as well as in effluent and they are
operating as per guide lines from Kerala state pollution control board.
The company has successfully installed the environment management system and got the
certification of ISO 14001 in January 2000 from M/S DNV, Netherlands and again re
certified in February 2003 and the certificate is valid until January 2006.
As per the Environment Management programme following efforts were undertaken and
ongoing efforts are continued as per the environment policy:
1. Minimisation of waste2. Conservation of resources3. Recycling and re-use
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4. Use of Environment friendly TechnologyVISION OF FACT
To regain the financial health is shortest possible time and strive to improve share holdersvalue.
To attract the capital and managerial plants through suitable modification to financialorganizational and leadership structure.
To become an effective and competitive manufacturer and distribution of products andserious with high emphasis on information technology.
To collaret with the local industry and also global prayer and adopt and implement processtechnology relevant to its area of operation.
To design and develop technology to manufacture and distribute new product and servicesto satisfy customer requirement in the above area of business.
To foster sustainable development through clean and environment friendly technologyprocess for its production, ensure safety of employees and be a responsible corporate
citizen.
MISSION OF FACT
FACT aims to provide best product and services To become a globally competitive supplier To attain maximum share holder value
OBJECTIVE OF FACT
To generate a reasonable return to its unit To ensure growth through expansion and diversification based on scientific analysis and
planning
To prepare the organization to take on the challenges To continuously upgrade the quality of human resources of the company and promote
organizational development
To maintain optimum level of efficiency, productivity and safety an all activities.
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AWARDS WON BY FACT
ICMA AWARD Performance excellence award
Kerala state pollution control award
ISO CERTIFICATION
FACTs all division are ISO certified udyogamandal division ISO 14001 certification for
environmental management system
Cochin Division: ISO 14001 certification for environmental management system and ISO
9002 certification for quality management system. After a recertification audit and at
present FEDO holds ISOP9001-2000 certification
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DATA ANALYSIS AND INTERPRETATION
TABLE 1
THE AGE GROUP OF THE RESPONDENTS
Age Respondents Percentage
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CHART 1
THE AGE GROUP OF THE RESPONDENTS
0
5
10
15
2025
30
35
40
45
50
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TABLE 2
RESPONDENTS GENDER
Gender Respondents Percentage
Male 68 61.8%
Female 42 38.2%
Total 110 100%
Interpretation
Among the respondents, 68%of them are male and 42% of them are female
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CHART 2
RESPONDENTS GENDER
0
10
20
30
40
50
60
70
80
Male Female
GENDER
Respondents
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TABLE 3
RESPONDENTS MARTIAL STATUS
Marital Status Respondents Percentage
Married 85 77.3%
Unmarried 25 22.7%
Total 110 100%
Interpretation
Among the respondents, 85%of them are married and 25% of them are unmarried.
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CHART 3
RESPONDENTS MARTIAL STATUS
0
10
20
30
40
50
60
70
80
90
Married Unmarried
MARTIAL STATUS
Respondents
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TABLE 4
THE EDUCATIONAL GROUP OF THE RESPONDENTS
Qualification Respondents Percentage
SSLC 7 6.4%
Plus two 6 5.5%
Under Graduate 58 52.7%
Post graduate 39 35.4%
Total 110 100%
Interpretation
Among the respondents, 7% of them belong to SSLC, 6% of them belong to plus two, 58% of
them belong to undergraduate, and 39% of them belong to post graduate.
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CHART 4
THE EDUCATIONAL GROUP OF THE RESPONDENTS
0
10
20
30
40
50
60
70
SSLC Plus two Under
Graduate
Post graduate
EDUCATIONAL
Respondents
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TABLE 5
THE INCOME LEVEL OF THE RESPONDENTS
Monthly Income Respondents Percentage
Below Rs1000 10 9.1%
Rs1000 - 2000 29 26.4%
Rs2000 -3000 34 30.9%
Above 3000 37 33.6%
Total 110 100 %
Interpretation
Among the respondents 10% of the respondents are getting a monthly income in the range of
below Rs 1000, 29% of the respondents are getting a monthly income in the range of Rs
1000-2000, 34% of the respondents are getting a monthly income in the range of Rs 2000-
3000, and 37 of the respondents are getting a monthly income in the range of Above Rs 3000.
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CHART 5
THE INCOME LEVEL OF THE RESPONDENTS
0
5
10
15
20
25
30
35
40
Below Rs1000 Rs1000 - 2000 Rs2000 -3000 Above 3000
INCOME LEVEL
Respondents
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TABLE 6
FESTIVAL ALLOWNACE IN COMPANY
Festival allowance Respondents Percentage
Yes 45 40.9%
No 65 59.1%
Total 110 100%
Interpretation
Among the respondents 45of them agreed that they receive allowance and 65% disagreed tha
they dont receive allowance from the company.
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CHART 6
FESTIVAL ALLOWNACE IN COMPANY
0
10
20
30
40
50
60
70
Yes No
FESTIVAL ALLOWANCE
Respondents
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TABLE 7
SATISFACTION WITH SALARY
Satisfaction with salary Respondents Percentage
Highly satisfied 20 18.2%
Satisfied 52 47.2%
Neutral 20 18.2%
Dissatisfied 10 9.1%
Highly dissatisfied 8 7.3%
Total 110 100%
Interpretation
Among the respondents 20% of them are highly satisfied, 52% of them are satisfied, 20% of
them are neutral, 10% of them are dissatisfied, and 8% of them are highly dissatisfied with
the salary provided by the company.
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CHART 7
SATISFACTION WITH SALARY
0
10
20
30
40
50
60
Highly
satisfied
Satisfied Neutral Dissatisfied Highly
dissatisfied
SALARY
Respondents
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TABLE 8
SATISFACTION ABOUT WORKING HOUR
Satisfaction About working
hour
Respondents Percentage
Highly satisfied 20 18%
Satisfied 60 61%
Neutral 20 18%
Dissatisfied 4 0%
Highly dissatisfied 6 3%Total 110 100%
Interpretation
Among the respondents 20% of them are highly satisfied, 60%of them are satisfied, 20% of
them are neutral, 4% of them are dissatisfied, and 6 % of them are highly dissatisfied with the
working hours of the company.
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CHART 8
SATISFACTION ABOUT WORKING HOURS
0
10
20
30
40
50
60
70
Highly
satisfied
Satisfied Neutral Dissatisfied Highly
dissatisfied
WORKING HOUR
Respondents
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TABLE 9
SATISFACTION LEVEL ABOUT LEAVE FACILITIES
Satisfaction level about the
leave facilities
Respondents Percentage
Highly satisfied 20 18.2%
Satisfied 50 45.4%
Neutral 19 17.3%
Dissatisfied 21 19.1%
Highly dissatisfied 0 0%
Total 110 100%
Interpretation
Among the respondents 20% of them are highly satisfied, 50% of them are satisfied, 19% of
them are neutral, 21% of them are dissatisfied, and 0% of them are highly dissatisfied with
the leave facilities of the company.
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CHART 9
SATISFACTION LEVEL ABOUT THE LEAVE FACILITIES
0
10
20
30
40
50
60
Highly
satisfied
Satisfied Neutral Dissatisfied Highly
dissatisfied
LEAVE FACILITIES
Respondents
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TABLE 10
INTREST TO WEAR UNIFORM DAILY
Interest to wear uniform
daily
Respondents Percentage
Yes 80 72.7%
No 30 27.3%
Total 110 100%
Interpretation
Among the respondents 80% agreed that they are interested to wear uniform daily and 30%
disagreed that they are not interested to wear uniform daily
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CHART 10
INTREST TO WEAR UNIFORM DAILY
0
10
20
30
40
50
60
70
80
90
Yes No
WEARING UNIFORM
Respondents
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TABLE 11
SATISFACTION WITH WORK LOADS IN THE COMPANY
Satisfaction with work load
in the company
Respondents Percentage
Highly satisfied 20 18.2%
Satisfied 60 54.5%
Neutral 15 13.6%
dissatisfied 10 9.2%
Highly dissatisfied 5 4.5%
Total 110 100%
Interpretation
Among the respondents 20%of them are highly satisfied, 60% of them are satisfied, 15% of
them are neutral, 10% of them are dissatisfied, and 5% of them are highly dissatisfied with
the work load.
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CHART 11
SATISFACTION WITH WORK LOAD IN THE COMPANY
0
10
20
30
40
50
60
70
Highly
satisfied
Satisfied Neutral dissatisfied Highly
dissatisfied
WORK LOAD IN THE COMPANY
Respondents
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TABLE 12
SATISFACTION WITH LIGHTING AND VENTILATION
Satisfaction with lighting
and ventilation
Respondents Percentage
Highly satisfied 20 18.2%
Satisfied 50 45.4%
Neutral 30 27.3%
dissatisfied 7 6.4%
Highly dissatisfied 3 2.7%
Total 110 100%
Interpretation
Among the respondents 20% of them are highly satisfied, 50% of them are satisfied, 30% of
them are neutral, 7% of them are dissatisfied, and 3% of them are highly dissatisfied with the
lighting and ventilation facility provided by the company.
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CHART 12
SATISFACTION WITH LIGHTING AND VENTILATION FACILITIES
0
10
20
30
40
50
60
Highly
satisfied
Satisfied Neutral dissatisfied Highly
dissatisfied
LIGHTING AND VENTILATION
Respondents
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TABLE 13
ABOUT THE TRAINING FACILITIES PROVIDED BY THE COMPANY
Training facilities provided
by the company
Respondents Percentage
Highly satisfied 20 18.2%
Satisfied 50 45.4%
Neutral 25 22.7%
dissatisfied 10 9.2%
Highly dissatisfied 5 4.5%
Total 110 100%
Interpretation
Among the respondents 20% of them are highly satisfied, 50% of them are satisfied, 25% of
them are neutral, 10% of them are dissatisfied, and 5% of them are highly dissatisfied with
the training facility provided by the company.
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CHART13
THE TRAINING FACILITIES PROVIDED BY THE COMAPNY
0
10
20
30
40
50
60
Highly
satisfied
Satisfied Neutral dissatisfied Highly
dissatisfied
TRAINING FACILITIES
Respondents
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TABLE 14
THE SAFTEY MEASSURES IN THE ORGANIZATION
Safety measures in the
organization Respondents PercentageExcellent 25 22.7%
Good 55 50%
Average 13 11.8%
Poor 10 9.1%
Very poor 7 6.4%
Total 110 100%
Interpretation
Among the respondents 25% of them are highly satisfied, 55% of them are satisfied, 13% ofthem are neutral, 10% of them are dissatisfied, and 7% of them are highly dissatisfied with
the safety measures provided by the company
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CHART 14
THE SAFTEY MEASSURES IN THE ORGANIZATION
0
10
20
30
40
50
60
Excellent Good Average Poor Very
poor
SAFTEY MEASSURES
Safety measures in the
organization Respondents
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TABLE 15
SATISFACTION WITH PRESENT JOB
Satisfaction with present
job
Respondents Percentage
Highly satisfied 20 18.2%
Satisfied 60 54.5%
Neutral 10 9.1%
Dissatisfied 10 9.1%
Highly dissatisfied 10 9.1%
Total 110 100%
Interpretation
Among the respondents 20% of them are highly satisfied, 60% of them are satisfied, 10% of
them are neutral, 10% of them are dissatisfied, and 10% of them are highly dissatisfied with
their present job.
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CHART 15
SATISFACTION WITH PRESENT JOB
0
10
20
30
40
50
60
70
Highly
satisfied
Satisfied Neutral Dissatisfied Highly
dissatisfied
SATISFACTION PRESENT JOB
Respondents
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TABLE 16
SATISFACTION WITH THE CANTEEN AND RESTROOM FACILITIES
Satisfaction with canteen
and restroom facilities
Respondents Percentage
Highly satisfied 19 17.3%
Satisfied 51 46.3%
Neutral 20 18.2%
dissatisfied 10 9.1%
Highly dissatisfied 10 9.1%Total 110 100%
Interpretation
Among the respondents 19% of them are highly satisfied, 51% of them are satisfied, 20% of
them are neutral, 10% of them are dissatisfied, and 10% of them are highly dissatisfied with
the canteen and restroom facility of the company
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CHART 16
SATISFACTION WITH THE CANTEEN AND RESTROOM FACILITY
0
10
20
30
40
50
60
Highly
satisfied
Satisfied Neutral dissatisfied Highly
dissatisfied
CANTEEN AND RESTROOM
Respondents
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TABLE 17
SATISFACTION WITH THE SUPERIOR BEHAVIOUR
Satisfaction with the
superior behaviour
Respondents Percentage
Yes 80 72.7%
No 30 27.3%
Total 110 100%
Interpretation
Among the respondents 80% agreed that they are satisfied with the superior behaviour and 30
disagreed that they are not satisfied with the superior behaviour
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CHART 17
SATISFACTION WITH THE SUPERIOR BEHAVIOUR
0
10
20
30
40
50
60
70
80
90
Yes No
SUPERIOR BEHAVIOUR
Respondents
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TABLE 18
SATISFACTION WITH THE PROMOTION POLICY OF THE COMPANY
Satisfaction with the
promotion policy of the
company
Respondents Percentage
Yes 40 36.4%
No 70 63.6%
Total 110 100%
Interpretation
Among the respondents 40% agreed that they are satisfied with the promotion policy of the
company and 70% disagreed that they are not satisfied with the promotion policy of the
company
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CHART 18
SATISFACTION WITH THE PROMOTION POLICY OF THE COMPANY
0
10
20
30
40
50
60
70
80
Yes No
PROMOTION POLICY OF THE
COMPANY
Respondents
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TABLE 19
THE COMPANY IS PROVIDING ANY MONETARY BENEFITS TO THE
EMPLOYEES
Whether the company is
providing monetary benefits
to the employees
Respondents Percentage
Yes 70 63.6%
No 40 36.4%
Total 110 100%
Interpretation
Among the respondents 70% agreed that they are satisfied with the monetary benefits
provided by the company and 40% disagreed that they are not satisfied with the monetary
benefits provided by the company
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CHART 19
THE COMPANY IS PROVIDING ANY MONETARY BENEFITS TO THE
EMPLOYEES
0
10
20
30
40
50
60
70
80
Yes No
MONETARY BENEFITS TO THE
COMPANY
Respondents
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TABLE 20
SUPERIOR SUPPORTS IN IMPROVE YOUR PERFORMANCE
Superior support in
improve your performance Respondents Percentage
Always 20 18.2%
Often 50 48.4%
Frequently 10 9.1%
Rarely 20 18.2%
Never 10 9.1%
Total 110 100%
Interpretation
Among the respondents 20 of them are highly satisfied, 50% of them are satisfied, 10% of
them are neutral, 20% of them are dissatisfied, and 10% of them are highly dissatisfied with
the supports received from their superiors.
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CHART 20
SUPERIOR SUPPORTS IN IMPROVE YOUR PERFORMANCE
0
10
20
30
40
50
60
Always Often Frequently Rarely Never
SUPERIOR PERFORMANCE IN
IMPROVE YOUR PERFORMANCE
Respondents
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TABLE 21
OPINION ABOUT THE SHIFT TIMINGS
Opinion about the shift
timing
Respondents Percentage
Highly satisfied 20 18.2%
Satisfied 50 45.4%
Neutral 20 18.2%
Dissatisfied 10 9.1%
Highly dissatisfied 10 9.1%
Total 110 100%
Interpretation
Among the respondents 20% of them are highly satisfied, 50% of them are satisfied, 20% of
them are neutral, 10% of them are dissatisfied, 10% of them are highly dissatisfied with the
shift timing of the company.
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CHART 21
OPINION ABOUT THE SHIFT TIMINGS
0
10
20
30
40
50
60
Highly
satisfied
Satisfied Neutral Dissatisfied Highly
dissatisfied
OPINION ABOUT THE SHIFT TIMING
Respondents
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TABLE 22
CLEANLINESS OF THE COMPANY
Cleanliness of the company
Respondents PercentageVery good 14 12.7%
Good 49 44.6%
Average 27 24.5%
Poor 10 9.1%
Very poor 10 9.1%
Total 110 100%
Interpretation
Among the respondents 14% of them are highly satisfied, 49% of them are satisfied, 27% ofthem are neutral, 10% of them are dissatisfied, and 10% of them are highly dissatisfied with
the cleanliness of the company
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CHART 22
CLEANLINESS OF THE COMPANY
0
10
20
30
40
50
60
Very
good
Good Average Poor Very poor
CLEANLINESS OF THE COMPANY
Respondents
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TABLE 23
MEDICAL FACILITIES PROVIDED BY THE COMPANY
Medical facilities provided
by the company
Respondents Percentage
Yes 80 72.7%
No 30 27.3%
Total 110 100%
Interpretation
Among the respondents 80% agreed that the company provide medical facilities and 30%
disagreed that the company did not provide medical facilities.
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CHART 23
SHOWING MEDICAL FACILITIES PROVIDED BY THE COMPANY
0
10
20
30
4050
60
70
80
90
Yes No
MEDICAL FACILITIES PROVIDED BY
THE COMPANY
Respondents
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TABLE 24
FIRST AID FACILITIES PROVIDED BY THE COMPANY
First aid facilities provided
by the company Respondents PercentageVery good 12 11%
Good 55 50%
Average 25 22.7%
Poor 10 9.1%
Very poor 8 7.2%
Total 110 100%
Interpretation
Among the respondents 12% of them are highly satisfied, 55% of them are satisfied, 25% ofthem are neutral, 10% of them are dissatisfied, and 8% of them are highly dissatisfied with
the first aid facilities provided by the company.
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CHART 24
FIRST AID FACILITIES PROVIDED BY THE COMPANY
0
10
20
30
40
50
60
Very
good
Good Average Poor Very poor
FIRST AID FACILITIES PROVIDED BY
THE COMPANY
Respondents
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FINDINGS
1. It has been found out that 46% of the employees working in FACT are in the agegroup of 41-50
2. It is seen that out 68%of the employees are male3. It is observed that 85% of the employees are married4. It is observed that58% of the employees are under graduate5. It has been found out that 37% of the employees receive salary above RS300006. It is seen that 65% of the employees are satisfied with the festival allowance7. It has been found out that 52% of the employees are satisfied with their salary8. It has been observed that 60% of the employees are satisfied with the present
working hours of the company
9. It is seen that 50% of the employees are satisfied with the leave facility10.It has been observed that 80 % of the employees are ready to wear uniform daily11.It has been found out that 60% of the employees are satisfied with the work load
in the company
12.It has been observed that 50% of the employees are satisfied with lighting andventilation facility
13.It has been noticed that 50% of the employees are satisfied with the trainingfacility
14.It has been observer that 55% of the employees are satisfied with the safetymeasures
15.It has been noticed that 60% of the employees are satisfied with their present job16.It has been found out that 51% of the employees are satisfied with the canteen andrest room facility
17.It has been noticed that 80% of the employees are satisfied with their superiorbehaviour
18.It is seen that 70% of the employees are not satisfied with the promotion policy ofthe company
19.It has been found out that 70% of the employees are satisfied with the monetarybenefits
20.It has been noticed that 50% of the employees think that often that their superiorsupport them to improve their performance
21.It has been observed that 50% of the employees are satisfied with their shifttimings
22.It has been found out that 49% of the employees are satisfied with the cleanlinessof the company
23.It has been noticed that 80% of the employees are satisfied with the medicalfacility provided by the company
24.It is seen that 55% of the employees are satisfied with the emergency first aidfacility
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SUGGESTION AND RECOMMENDATION
The employee of THEFERTILIZERS AND CHEMICALS TRAVANCORELIMITED expecting the following from the company
To Improvement in rewarding and awarding policies Introduction of promotion policy at operation level Employees needs special training from the company related to their job during
the working period
The employee expect quality of work to be inspected periodically To Improve promotion policies To Provide proper transportation facility To Improve the relationship of the top management The Employees need more compensation from the company
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CONCLUSION
Form the study; it is clear that quality of work life of employees in THE FERTILIZERS
AND CHEMICAL TRAVANCORE LIMITED is good. This research highlights some of
the small gaps in employees satisfaction towards the company.
When compared to other companies believe in employees satisfaction and brilliant
productivity hours. Quality mission includes not only the quality of the products but also the
quality of work life.
The FACT aims to promote industrial relation and good organization which is highlighted by
management and the employees.
Since the employees are the backbone of the company. So the company should be able to
satisfy them in order to improve the business in the higher competitive market of the
liberalized economy.
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QUESTIONNAIRE
A study on employees satisfaction towards quality of work life in the
Fertilizers and chemicals Travancore Limited [FACT]
1. Agea) Below 25 [ ] b) 25-40 [ ]c) 40-50 [ ] d) above 50 [ ]
2) Gender
a) Male [ ] b) Female [ ]
3. Marital status
a) Married [ ] b) Unmarried [ ]
4. Educational qualification
a) SSLC [ ] b) Plus two [ ]
c) Under graduate [ ] d) Post graduate [ ]
5. Income level
a) Below 10000 [ ] b) 10000- 20000 [ ]
c) 20000- 30000 [ ] d) above 30000 [ ]
6. Do you receive any festival allowance?
a) Yes [ ] b) No [ ]
7. Are you satisfied with the salary?
a) Highly satisfied [ ] b) satisfied [ ]
c) Neutral [ ] d) dissatisfied [ ]
e) Highly dissatisfied [ ]
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8. What is your opinion about present working hours ?
a) Highly satisfied [ ] b) satisfied [ ]
c) Neutral [ ] d) dissatisfied [ ]
e) Highly dissatisfied [ ]
9. What is your satisfaction level about leave facilities?
a) Highly satisfied [ ] b) satisfied [ ]
c) Neutral [ ] d) dissatisfied [ ]
e) Highly dissatisfied [ ]
10. Are you interested to wear uniform daily?
a) Yes [ ] b) No [ ]
11. What about your workload in the company? Are you satisfied?
a) Highly satisfied [ ] b) satisfied [ ]
c) Neutral [ ] d) dissatisfied [ ]
e) Highly dissatisfied [ ]
12. Are you satisfied with the lighting and ventilation facilities
a) Highly satisfied [ ] b) satisfied [ ]
c) Neutral [ ] d) dissatisfied [ ]
e) Highly dissatisfied [ ]
13. What is your opinion about the training facilities provided by the company?
a) Highly satisfied [ ] b) satisfied [ ]
c) Neutral [ ] d) dissatisfied [ ]
e) Highly dissatisfied [ ]
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14. what is your opinion about the safety measures in the organization?
a) excellent [ ] b) Good [ ]
c) average [ ] d) poor [ ]
e) Very poor [ ]
15. Are you satisfied with your present job?
a) Highly satisfied [ ] b) satisfied [ ]
c) Neutral [ ] d) dissatisfied [ ]
e) Highly dissatisfie [ ]
16. Are you satisfied with the canteen and restroom facilities?
a) Highly satisfied [ ] b) satisfied [ ]
c) Neutral [ ] d) dissatisfied [ ]
e) Highly dissatisfied [ ]
17. Are you satisfied with the superior behaviour?
a) Yes [ ] b) No [ ]
18. Are you satisfied with the promotion policy of the company?
a) Yes [ ] b) No [ ]
19. Whether the company is providing any monetary benefits to the employees?
a) Yes [ ] b) No [ ]
20.How often your superior supports you to improve your performance?
a) Always [ ] b)Often [ ]
c) Frequently [ ] d) Rarely [ ]
e) Never [ ]
21What is your opinion about the shift timing?
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a) Highly satisfied [ ] b) satisfied [ ]
c) Neutral [ ] d) dissatisfied [ ]
e) Highly dissatisfied [ ]
22. What about the cleanliness of the company
a) Very good [ ] b) Good [ ]
c) average [ ] d) poor [ ]
e) Very poor [ ]
23. Are you provided with the medical facilities?
a) Yes [ ] b) No [ ]
24. What is your opinion about the first aid facilities provided by the company?
a) Very good [ ] b) Good [ ]
c) average [ ] d) poor [ ]
e) Very poor [ ]
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BIBLIOGRAPHY
REFRENCES
BOOKS:
1. K Aswathappa (1997) Human Resource and personal management TataMcGrawhill publishing company limited , New Delhi
2. John M. Ivancevich (2003) , Human Resource and personalmanagement Tata McGraw- Hill publishing company limited, New Delhi
3. C.R. Kothari (2001) Research Methodology of Wishaw PrakashanPublishing, Chennai.
4. R.S.N Pillai and V. Bhagirathi (1998), Statistics ofsultan chand andsons.
5. C.B. Mamoria and S.V. Gankar (2001) Personal Management Text andcases , Himalaya publication
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