employee satisfaction survey tata steel

CONTACT:

Tata Steel Growth Shop(Design cell) Works3rd Floor, Commercial Center Tata Steel Growth shopTATA STEEL LIMITED Adityapur complex,Jamshedpur 831001,Jharkhand,India P.O. Gamharia,Tel:+91-657-2426950/2432162 Jharkhand 832108,IndiaFax:+91-657-2431917 Tel:+91-657-6511388/2387512

1

EMPLOYEE SATISFACTION SURVEY 2009 FOR

TATA STEEL GROWTH SHOP JAMSHEDPUR

BY:

PARVEEN SINGH TEL : +919958598663

GREATER NOIDA

2

India is considered as a developing country but at a slow pace, one of the reasons for which is the misutilization of the resources in all respect. These drawbacks can be overcome by sharpening our managing techniques, promoting training and development programmes etc for the efficient working of the organization and maintaining harmonious relations among the employees of the hierarichal structure in the company. It is very important for the employees to be satisfied and motivated so that they can give their hundred percent to their work, to develop and prosper at a faster pace.

Practically observation of an industrial functioning is an important method in the study of management. It provides first hand information regarding the functioning of an industry and different problems faced in the practical field. Rapid growth of an industry and social awareness of labor have necessitated labor welfare activities and relation between employees and management. Employee’s satisfaction is an essential element for industrial growth and increasing productivity and economy of the country.

The focus of my study is to take analytical study of employee’s satisfaction.

ACKNOWLEDGEMENT

3

I wish to express my sincere gratitude to the Human Resource department of TATA STEEL GROWTH SHOP for allowing me to study the various functions of personnel department as required for the making of the project.

It gave me an opportunity to understand the practical aspects of the TGS. I am deeply indebted to Mr. Amitabh Jha (Head HR/IR) and Mr. Kenneth Ekka (senior manager HR/IR) for all the help, cooperation and guidance given. I would specially thank Mr. Ekka for sharing his knowledge, experience and spending his precious time despite his busy schedule during my summer training project at TGS.

Lastly, I feel privileged for getting an opportunity to undergo training in an esteemed organization like TATA STEEL GROWTH SHOP, JAMSHEDPUR.

EXECUTIVE SUMMARY

Employee satisfaction generates a feeling of well being and belongingness with the organization. The greater truth is the fact that in a globally competitive environment, it is an effective tool that can improve productivity and consequently impact the bottom line of the company. Our topic of research “A study of employee satisfaction at

4

TATA GROWTH SHOP” aims at finding the different level of employee satisfaction with respect to the service provided to them.

The dimensions which we have covered are Goals, The Job, The Work Environment, Communication, Leadership and Management, Decision Making, Rewards and Recognition, Training and development, Work Discipline and The Company.

This survey was conducted in the following departments of TGS:1. Machine Shop2. Fabrication & Welding3. Assembly4. Maintenance5. Quality Assurance6. Security7. Stores8. Accounts9. Human Resource/Industrial Relation

In the project, quantitative findings have been shown on the basis of the survey done in the various departments. It has been presented graphically as well as data wise. Qualitative findings have been done on the basis of likes and dislikes of the employees regarding the company.

Data analysis have been done :1. Dimension wise 2. Department wise3. Work Experience wise4. As a whole

Recommendations and suggestions have been given on the basis of findings and analysis

CONTENTS

Introduction of Tata Steel Introduction of TGS Introduction of Project Topic

5

Objective of The Project Scope & Limitations Definition of Research Objective of The Study Research Design Sample Design Collection of Data Findings & Analysis Findings : Quantitative : Qualitative Analysis : Dimension Wise : Department Wise : Work Experience Wise : Overall Conclusion Recommendations Bibliography

Appendix Information Regarding Calculations

Consistent with the vision of the founder JAMSHEDJI TATA; Tata steel strives to strengthen India’s industrial base through the effective utilization of men and material. The means envisaged to achieve this are high technology and productivity, consistent with modern management practices.

6

Tata steel recognizes that honesty and integrity are essential ingredients of a strong and stable enterprises, profitability provides the main spark for economic activity.

Over all the company seeks to scale heights of excellence in all that it does in an atmosphere free from fear, and one which encourages innovativeness and creativity.

We aspire to be the global steel industry benchmark for Value Creation and Corporate Citizenship.

We make the difference through:

Our people, by fostering team work, nurturing talent, enhancing leadership capability and acting with pace, pride and passion.

7

Our offer, by becoming the supplier of choice, delivering premium products and services, and creating value with our customers.

Our innovative approach, by developing leading edge solutions in technology, processes and products.

Our conduct, by providing a safe working place, respecting the environment, caring for our communities and demonstrating high ethical standards.

STRATEGIC GOALS

Create a culture of continuous learning and change Achieve world class status in services and products Reach the status of the most competitive steel producer Establish industry leadership

HUMAN RESOURCE POLICY

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

8

It will pursue management practices designed to enrich the quality of life its employees, develop their potential and maximize their productivity. It will aim at ensuring transparency, fairness and equity in all it’s dealings with its employees. Tata steel will strive continuously to foster of openness, mutual trust and team work.

Backed by 100 glorious years of experience in steel making, Tata Steel is the world’s 6th largest steel company with an existing annual crude steel production capacity of 30 Million Tones Per Annum (MTPA). Established in 1907, it is the first integrated steel plant in Asia and is now the world’s second most geographically diversified steel producer and a Fortune 500 Company.

Tata Steel has a balanced global presence in over 50 developed European and fast growing Asian markets, with manufacturing units in 26 countries.

It was the vision of the founder; Jamsedji Nusserwanji Tata., that on 27th February, 1908, the first stake was driven into the soil of Sakchi. His vision

9

helped Tata Steel overcome several periods of adversity and strive to improve against all odds.

Tata Steel’s Jamshedpur (India) Works has a crude steel production capacity of 6.8 MTPA which is slated to increase to 10 MTPA by 2010. The Company also has proposed three Greenfield steel projects in the states of Jharkhand, Orissa and Chhattisgarh in India with additional capacity of 23 MTPA and a Greenfield project in Vietnam.

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

Tata Steel Thailand is the largest producer of long steel products in Thailand, with a manufacturing capacity of 1.7 MTPA. Tata Steel has proposed a 0.5 MTPA mini blast furnace project in Thailand. Nat Steel Holdings produces about 2 MTPA of steel products across its regional operations in seven countries.

Tata Steel, through its joint venture with Tata Blue Scope Steel Limited, has also entered the steel building and construction applications market.

The iron ore mines and collieries in India give the Company a distinct advantage in raw material sourcing. Tata Steel is also striving towards raw materials security through joint ventures in Thailand, Australia, Mozambique, Ivory Coast (West Africa) and Oman. Tata Steel has signed an agreement with Steel Authority of India Limited to establish a 50:50 joint venture company for coal mining in India. Also,Tata Steel has bought 19.9% stake in New Millennium Capital Corporation, Canada for iron ore mining.

Exploration of opportunities in titanium dioxide business in Tamil Nadu, Ferro-chrome plant in South Africa and setting up of a deep-sea port in coastal Orissa are integral to the Growth and Globalization objective of Tata Steel.

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

10

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

PRODUCTS

Tata Steel’s Jamshedpur Works produces hot and cold rolled coils and sheets, galvanized sheets, tubes, wire rods, construction rebar’s and bearings. In an attempt to 'discommodities' steel, Tata Steel has introduced brands like Tata Steelium (the world's first branded Cold Rolled Steel), Tata Shaktee (Galvanized Corrugated Sheets), Tata Tiscon (re-bars), Tata Bearings, Tata Agrico (hand tools and implements), Tata Wiron (galvanized wire products), Tata Pipes (pipes for construction) and Tata Structura (contemporary construction material).Apart from these product brands, the company also has in its folds a service brand called “steeljunction”.

Corus’ main operating divisions comprise Strip Products, Long Products and Distribution & Building Systems Division.

The Nat Steel group produces construction grade steel such as rebar’s, ‘cut-and-bend’ cages for construction, mesh, precage bore pile, PC wires and PC strand.

11

Tata Steel Thailand produces round bars and deformed bars for the construction industry.

CORPORATE SUSTAINABILITY

Regarded globally as a benchmark in corporate social responsibility, Tata Steel's commitment to the community remains the bedrock of its hundred years of sustainability. Its mammoth social outreach programme covers the company-managed city of Jamshedpur and over 800 villages in and around its manufacturing and raw materials operations through uplift initiatives in the areas of income generation, health and medical care, education, sports, and relief.

The Company, fully conscious of its responsibilities to the future generations, has always taken pro-active measures to ensure optimum utilization of natural resources. This is reflected in the ISO-14001 certification that all its operations have achieved for environment management. The SA 8000 certification for work conditions and improvements in the workplace at the steel works in Jamshedpur, along with its Ferro Alloys and Minerals Division, is a reiteration of its commitment towards the Company's employees. Tata Steel has pioneered numerous employee welfare measures such as the 8 hours working day and the three tier joint consultation system of management which have been the platform for nearly 80 years of industrial harmony in its Steel Works in Jamshedpur.

12

AWARDS AND RECOGNITIONS

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

World Steel Dynamics has ranked Tata Steel as the world's best steel maker (for two consecutive years) in its annual listing in February 2006.

Tata Steel has been conferred the Prime Minister of India's Trophy for the Best Integrated Steel Plant five times.

It has been awarded Asia's Most Admired Knowledge Enterprise award five times in 2003, 2004, 2006, 2007 and 2008.

Conferred the prestigious Global Business Coalition Award for Business Excellence in the Community in recognition of its pioneering work in the field of HIV/ AIDS awareness.

Tata Steel works has been conferred the prestigious social accountability (SA) 8000 certification by social. Accountability international (SAI), USA. It is the first steel company in the world to receive this certificate.

Corporate Sustainability Report of Tata Steel hailed by United Nation's Environment Programme (UNEP) and Standard and poor as strongest, submitted by any corporate house from emerging economies.

Best governed company Award 2006 for setting high standards in governance practices.

Tata Steel won "Award for Corporate Social Responsibility in Public health" by US- Indian Business Council (USIBC), Population Services International (PSI) and the center for Strategic and International Studies (CSIS) in 2007.

13

Tata Steel Growth Shop (TGS), a division of Tata Steel Ltd. is spread in an area of more than 350 acres of land at Gamharia, Dist - Saraikela, about 16 Kms from Jamshedpur, 250 Kms from Kolkata in eastern part of India.

The complex houses 9 covered sheds covering an area of above 72000 Sq meters. The main strength of the Growth Shop is its multidisciplinary engineering approach for the Design, Manufacturing & Supply of high precision equipment for various industrial sectors such as:

Steel Aluminum Energy & Power Railways Cement Aviation & Space Research etc.

The Manufacturing facilities include an excellent machining facility, one of the best in the country, a large & well equipped fabrication & welding shop with crane lifting capacity of more than 100T, a big assembly shop to carry any complicated precise assembly and a heat treatment shop.

Stringent Quality Control checks are ensured by a well equipped Quality Assurance department having wide range of testing & Inspection facilities.

The best in class facilities are manned with highly skilled people in each area from designing to manufacturing and quality inspection, thus delivering the world class products.

14

The product range include Steel plant equipment like Blast Furnace, Torpedo Ladle Cars, Caster Equipment, Transfer Cars, Ladles, Rolling Mills Equipment, Steel Melting Shop Equipment, Sponge Iron Plant Equipment, EOT Cranes up to 500T Capacity, Pot Tending Machines for Aluminum Industry, Diesel Locomotive Parts like 16 Cylinder & 6 Cylinder Engine Blocks, Crank Case, Under Frame Kit, Floor Frame Assembly, Hydro & Thermal Power Plant Equipment like Spiral Casing, Draft Tube, Pit Liners, Rope Drums, Stator Frames, Fabricated Structures etc. One of the major strength of TGS is its ability to deliver the products faster than the normal market lead time. This had been possible with the tremendous synchronization and control in the flow which could be achieved across the functions and various facilities.

Commensurating with the above TGS has the customer Mantra of "Creating Time Value for its Customers" and had been able to create substantial benefits for the customers in terms of reducing the project lead time.

15

ORGANIZATION STRUCTURE

16

VALUED CUSTOMERS OF TGS

Sector Product Customer

Domestic

STEEL Steel Plant Equipment & Spares

Bokaro Steel Plant

Bhilai Steel Plant

Rourkela Steel Plant

Durgapur Steel Plant

JVSL Steel Plant

JSPL Steel Plant

INDOMAG

VAI

Concast

MECON

Usha Martin

Salem Steel

Tinplate Company of India Ltd

AluminumAluminum Plant

Equipment & Spares

NALCO

BALCO

HINDALCO

ISRO Equipment for 2nd Launch MECON

17

Pad

Oil & Natural Gas

Pressure vessels

NICCO

Engineers India Ltd.

IOCL, Haldia

Thermal Power

EOT Cranes for Power Plant

BHEL, Trichy / Delhi

EOT Cranes equipment NPCIL, Mumbai

Nuclear Power

Equipment for Non Reactor Zone

BARC, Mumbai

Hydro Power

Radial Gates, Flap Gates, etc

Jai Prakash Industries

Draft tubes, Extra large hoist drums

Tehri hydro power ltd.

Draft tubes, EOT Cranes, Sleeves

Alstom

Turnkey jobs for Radial Gates

DSD Noel, Delhi

Mitsubishi Heavy Ind., Japan

Sponge Iron Plants

500 TPD Kilns

Bhushan power & Steel Limited

Bhushan Steel limited

Visa Steel limited

Aarti Steel

Tata Sponge & Iron limited

100 TPD KilnsSeeta Sponge, Rashmi Cements, Rungta Mines etc.

350 TPD KilnsUsha Martin, Tata Sponge, Nilanchal Iron & Steel ltd.

Cement Spares / Equipment Lafarge

Thyssen Krupp

Ambuja Cements

18

Humboldt Wedag

ACC cements

Exports Middle East

Steel Plant Equipment & Spares

Saudi Iron & Steel, Middle East

Steel Plant Equipment & Spares

Qatar Steel ,Middle East

Cement Plant Equipment Saudi Cement Company

Collector Bars Dubai Aluminum, Middle East

Europe Chock, Rolls, Equipment Thyssen Steel, EUROPE

Crusher components Nordberg, EUROPE

UKSteel Plant Equipment & Spares

VAI, UK

Australia

Roof Bolts, Crusher parts Mining Sector, Australia

Chocks, Rolls, etc. Steel Sector, Australia

Crust Breakers, Scoops, Collector bars, Rolls, etc.

Aluminum Sector, Australia

19

PRODUCTS INDUSTRIAL EQUIPMENTS

FOR COKE SINTER PLANT

Coke Transfer car Daub Car Tar Catch Tank Electrostatic Tar Precipitator Stamp Charging & Pushing Machine Coke Breeze Scrapper Electric Locomotives Quenching Car Ram machine Door Extractor

20

FOR BLAST FURNACE

TGS has been involved in the up-gradation of the existing Blast Furnaces to higher capacity as well as manufacturing of new ones.

Tata steel’s H-Blast furnace manufactured by TGS is the biggest blast furnace in India with the capacity of about 3800 M3.

The various supplies for the blast furnace equipments includes:

Blast Furnace Shells Hot Blast Stoves Dust Catcher Bustle Pipe Variable Throat Armour Uptake & Downcomer Scrubber Mudgun Revolving Distributor Rotaing Chute Larry Cars Hot Metal Cars Hot Blast Valve Slag Transfer Cars Torpedo Ladle Cars

21

FOR WIDE AND ROD MILL

TGS offers a wide array of equipments for use in steel plants.

Mill Drive Gear Boxes Stelmor Conveyor Two Arm Mandrel Housing Less Stands (Horizontal & Vertical) Coil Transfer Car Crop Shear Roll Changing Robot Side Looper Snap shear Reform Tub Station Billet Skid

22

FOR HOT STRIP MILL

High Speed Slab Transfer Trolley Roller Table Rotating Trolley Slab Receiving & Furnace Charging Roller Table Various Types Of Roller Tables 3-roller Lelever Loopers Roll Cooling System Down Coiler Roll Transfer Trolley Line (Bomb door stacker)

23

FOR COLD ROLLING MILL

TGS offers a wide array of equipments for use in steel plants.

Recoiling Line Batch Annealing Furnaces Continuous Galvanizing Line Pickling Line Skin Pass Mill Tandem Cold Mill

24

VARIOUS DEPARTMENTS OF TGS

ASSEMBLY

The Assembly Section undertakes shop assembly and testing of intricate and complicated equipment, comprising of mechanical, structural, hydraulic, pneumatic and electrical items. From gigantic cranes to highly sophisticated equipment, TGS can handle a wide variety of jobs, through its unique combination of engineering skills and technology, that is hard to match.

Bridle Roll for CRM

25

FABRICATION AND WELDING

TGS has a large set up for Heavy Fabrication Assembly, where almost any nature of complicated and heavy job can be carried out. The facility had enabled TGS to carry out jobs like Class IV duty Hot Metal Ladle Cranes up to 260T capacity, Torpedo Ladle Cars to carry up to 320T, Mobile Launching Pad with Bogie system weighing about 750 tons, Shells & Stoves for the Largest Blast Furnace in India (capacity 3800 cubic meter), Sponge Iron Plants up to 500 tons per day capacity and many more.A combination of meticulous training and experienced enables the TGS shop floor team to utilize these excellent facilities for sustained high quality of production.

Machine CapacityNo. of

Machines

Rolling / Bending Machine 125 mm max. Thickness (cold) 5100 mm max. width 5

Shearing Machine 25 mm x 3150 mm max. 2

Angle Shearing MachineAngle 150 x 150 x 18 mm, Rod 65 mm, Square 55 mm

1

Press Brakes 500 t max. 3

Horizontal Presses 600 t max. 6

Vertical Presses 600 t 1

Drilling Machines 75 mm dia 3

Profile Gas Cutting Machine 300 mm thick 5000 mm max. width 4

Welding Generators & Transformers 75

Manipulators Up to 10 t 5

26

GEAR MANUFACTURING

The Growth Shop is equipped to design and manufacture custom-built gear-boxes. It has some of the latest Gear Cutting Machines, Gear Grinding, Gear Testing, Gear Hardening and Heat Treatment Facilities, so essential in making highly accurate gears to international standards. Special processes have been developed for cutting large diameter and module gears for application, such as Rotary Kiln Girth Gears. Exacting inspection facilities guarantee a high degree of pitch and profile accuracy.

DESCRIPTION Maximum Size

Outside Dia (mm) Width of Face (mm) Module

Spur Gears 3000 450 40

Single and Double Helical Gears

3000 3000

- 375- 324- 253

325 on each side

19171417

Internal Gears 2800200245

1210

Spiral bevel gears630 ratio 1:5450 ratio 1:1

95 11

Tooth flank grinding 1200 450 30

27

HEAT TREATMENT

A versatile set of facilities for Heat Treatment include Normalizing, Stress Relieving, Flame Hardening (Spin, Horizontal and Vertical Flame Hardening), Quenching, Tempering and Carburizing.

Facilities - Heat Treatment

DESCRIPTION CAPACITY QTY

Furnaces

Gas Carburising Furnace 600 MM DIA X 2200 MM HEIGHT 1

1200 MM DIA X 1000 MM HEIGHT 1

Stress Relieving Furnace 4500 MM X 3280 MM X 1500 MM 1

880 MM DIA X 1500 MM HEIGHT 2

Hardening Machines

Spin Hardening Machine 800 MM DIA 1

Vertical Flame Hardening Machine 1

Horizontal Flame Hardening Machine 1200 MM DIA X 6000 MM LONG 1

28

HORIZONTAL BORING

Horizontal Boring

Table Type Machines 13 Nos

Spindle Dia (mm) min 80

max 125

Table capacity max wt. 100t

size 10m x 10m

Floor Type Machines 08 Nos.

Spindle Dia (mm) min 130

max 200

CNC Horizontal Boring Machine CNC Poreba Horizontal Boring Machine

Horizontal Boring Machines Pama CNC Horizontal Boring Machine

29

LATHE

No. of Lathe 46

Swing Over (mm) max 4500 min 255

Bed Length (mm) max 8000 min 250

Modular Lathe Ejector Drilling Machine

Dinichi CNC Lathe Long bed high capacity Skoda Lathe

30

MACHINING

Accuracy is the watchword in the machining section, which is equipped with over a 100 precision Machine Tools, including the latest Computerized Numerically Controlled (CNC) machines, Medium and Heavy Horizontal Borers, Vertical Borers, Profile Turning Centers, Plano Millers, etc. TGS can machine components of various weights and sizes, all the while maintaining a very high degree of accuracy. Special care is taken in training the shop floor team which operates these machines. It is this vital combination of man and machine that makes each assignment taken up by the Growth Shop, an exercise in precision, quality and guaranteed reliability.

31

MILLING

No of Machines 10

Max. Size (mm) 2800x2500x9000

Conventional Plano Miller

WMW CNC Plano Milling Machine

32

QUALITY ASSURANCE

TGS has set for itself the most stringent quality specifications. It has its own Quality Assurance department with testing facilities that include chemical, physical and non-destructive testing as well as a metrology laboratory. It also has ultrasonic, X-ray, Gamma Ray, Die Penetrant and Magnetic Particle testing facilities. Besides, Growth Shop constantly pursues on the principles of Total Productive Maintenance (TPM) & Total Quality Management (TQM) that has the satisfaction of the customer as its prime focus. To this end, the Tata Steel Growth Shop is certified to the prestigious ISO 9001 quality certification as well as the ASME U-Stamp certification which puts TGS right on par with the finest international suppliers of heavy engineering plants and equipment.

SL NO

EQUIPMENT MAKE MODEL CAPACITY ACCURACY

1 3D COORDINATE MEASURING MACHINE

LEITZ PMM 302016 3000X2000X1600 28+L/300 MICRONS

2 OPTICAL PROFILE PROJECTOR (550 MM SCREEN)

BATY 100 TIMES MAGNIFICATION

2 MICRON

3 OPTICAL MICRO ALIGNMENT TELESCOPE

TAYLER HOBSON

20 MICRON

4 SWEEP OPTICAL SQUARE TAYLER HOBSON

5 SURFACE ROUGHNESS TESTER TAYLOR HOBSON MITITOYO

SURTRONIC 3P

6 LASER MEASURING SYSTEM LMS 2000 0.1 MICRON

7 SLIP GAUGE CALIBRATOR MIKRONIX 0.5 TO 175 MM 0.01 MICRON

8 DIGITAL HEIGHT GAUGE MITITOYO 1000 MM 1 MICRON

33

OBJECTIVE OF THE STUDY

The main objective of this study was to ascertain the different factors which affect the level of satisfaction, morale and motivation of the employees of an organization and the extent up to which those factors influence the working of individuals of an organization.

The prime motive of carrying out this study was to ascertain the various factors that are responsible for negatively motivating and satisfying the employees and thereby what are its consequences.

Finally the prime objective behind this study is to find out the de-motivating factors and suggest ways to remove them, so that the employees are provided with a decent as well as satisfactory working condition.

34

EMPLOYEE SATISFACTION

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

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

Many experts believe that one of the best ways to maintain employee satisfaction is to make workers feel like part of a family or team. Holding office events, such as parties or group outings, can help build close bonds among workers. Many companies also participate in team-building retreats that are designed to strengthen the working relationship of the employees in a non-work related setting. Camping trips, paintball wars and guided backpacking trips are versions of this type of team-building strategy, with which many employers have found success.

35

http://www.wisegeek.com/what-are-pros-and-cons.htm

http://www.wisegeek.com/what-is-backpacking.htm

http://www.wisegeek.com/what-is-paintball.htm

Of course, few workers will not experience a boost in morale after receiving more money. Raises and bonuses can seriously affect employee satisfaction, and should be given when possible. Yet money cannot solve all morale issues, and if a company with widespread problems for workers cannot improve their overall environment, a bonus may be quickly forgotten as the daily stress of an unpleasant job continues to mount.

If possible, provide amenities to your workers to improve morale. Make certain they have a comfortable, clean break room with basic necessities such as running water. Keep facilities such as bathrooms clean and stocked with supplies.

36

While an air of professionalism is necessary for most businesses, allowing workers to keep family photos or small

trinkets on their desk can make them feel more comfortable and nested at their workstation. Basic considerations like these can improve employee satisfaction, as workers will feel well cared for by their employers.

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

37

http://www.wisegeek.com/what-are-trinkets.htm

FACTORS INFLUENCING EMPLOYEE SATISFACTION Several factors influence employee satisfaction. Each factor interacts with the others, andCollectively all factors contribute to employee satisfaction.

38

LIMITATIONS OF THE STUDY

We have concluded the following limitations from the given project:

In the actual practice it is very difficult to satisfy each and every individual.

Satisfaction is a subjective term and it differs from one individual to another.

For some employees we found that the physical and social environment in which they were working, was good and for some it was unsatisfactory.

Due to space and time constraint the survey was not covered among all the employees of TGS, otherwise a more satisfied index would have been possible.

RESEARCH METHODOLOGY

39

In the project the research is conducted for the purpose to find out the employee’s satisfaction level in TGS and the factors affecting the level of employee’s satisfaction.

OBJECTIVE OF THE RESEARCH STUDY:

The main objective of this study was to ascertain the different factors which affect the level of satisfaction, morale and motivation of the employees of an organization and the extent up to which those factors influence the working of individuals of an organization.

The prime motive of carrying out this study was to ascertain the various factors that are responsible for negatively motivating and satisfying the employees and thereby what are its consequences.

Finally the prime objective behind this study is to find out the de-motivating factors and suggest ways to remove them, so that the employees are provided with a decent as well as satisfactory working condition.

RESEARCH DESIGN

40

A research design is the arrangement of conditions for collection and analysis of data, in a manner that aims to combine relevance to research purpose with economy in procedure.We have selected descriptive research study for our project. DRS are those studies which are concern with describing the character of a particular individual or of a group. This RSD focuses attention on the following :-

Formulating the objectives of the study. Designing the methods of data collection. Selecting the sample. Collecting the data. Processing and analyzing the data. Reporting the findings

SAMPLING

This deals with the methods of selecting items to be observed for the given study. In the given project we have targeted the employees working in TGS for the purpose of collection of data. The sampling elements were the individual employees of the TGS. Our sampling size were 147 employees in which 27 were supervisors and 120 were workers.

Our sampling plan was probability sampling also known as random sampling or chance sampling. Under this sampling every item of the universe has an equal chance of inclusion in the sample. Here it is blind chance alone that determines whether one item or other is selected.

COLLECTION OF DATA

41

The task of data collection begins after the research problem has been defined and the research design plan chalked out.

In this we had described about the sources of data collection, methods of data collection and instruments of data collection

The various sources of data collection are: Primary sources: We approached to employees of TGS for the purpose

of surveying about the satisfaction level of the employees. Secondary sources: We visited to TGS websites, library and the last

year’s project on employee’s satisfaction.

The different methods of data collection are:

OBSERVATION METHOD: under this method the information is solved by the way of investigator’s own direct observation, without asking from the respondent. For this, we visited to the workshop and spent time with the workers and supervisors during the working hours.

QUESTIONNAIRE: This method is quite popular particularly in the case of big inquires ,in this method a questionnaire is given to the person concerned with the request to answer the question and return it ,the respondent has to answer the question on their own. For this, we had prepared a questionnaire which is shown in the appendix.

INTERVIEW METHOD: It involves collection of data, presentation of oral-verbal stimuli and reply in the terms of oral-verbal response. This can be done with the help of personal interviews or telephonic interviews. In this we interviewed the employees while they were filling the questionnaire to find out their problems and satisfaction level.

DATA COLLECTION INSTRUMENTS

42

For collecting the data we have selected questionnaires and interview method. In this we distributed the questionnaires to respondents and personally interviewed them. We had prepared the questionnaire and we met the employees personally for filling it and for interviewing them.

FINDINGS AND ANALYSIS:

In our research project we had shown our findings under the two broad heads:

Quantitative: In this, the findings are shown on the basis of questions no.1 to question no. 48 from the questionnaire.

Qualitative: In this, the findings are shown on the basis of subjective questions (question no. 49 & 50).

In the analysis part we had done analysis on the basis of five major aspects, which are:

Dimension wise Department wise Work experience wise Over all

QUALITATIVE FINDINGS OF THE STUDY

43

The qualitative findings are observed on the basis of likes and dislikes of the employees of the TGS. It is based on all the dimensions taken into account while doing the survey.The likings of the employees regarding the company are as follows:

Brand name Benefits Work environment Job security Credibility of the company Neatness Law abiding Proper work discipline Socially responsible Timely payments

The disliking of the employees regarding the company are as follows:

Work pressure Poor promotion policies Misutilization of manpower Improper reward policies Poor recruitment policies Less cooperation of departmental heads Lack of recognition of work Lack of motivation Improper union management Maintenance problem in plant (leakage of the shed during rainy

season).

WORK EXPERIENCE WISE 0-10 YEARS OF EXPERIENCE

44

0-10 years of experience

3% 11%

46%

35%

5%

very low

low

fair

high

very high

11-20 YEARS OF EXPERIENCE


4%

18%

37%

34%

7%

very low

low

fair

high

very high


45


7%

18%

44%

26%

5%

very low

low

fair

high

very high



4%15%

38%

29%

14%

very low

low

fair

high

very high

DEPARTMENT WISE ASSEMBLY\

46

WORKERS

1% 7%

33%

45%

14%

very low

low

fair

high

very high

SUPERVISORS

2%

24%

42%

27%

5%

very low

low

fair

high

very high

STRENGTH & WEEKNESS(ON THE BASIS OF DIMENSIONS)

47

ASSEMBLY

STRENGTH1. THE COMPANY 2. WORK DISCIPLINE3. WORK ENVIROMENT4. GOALS5. JOB

WEAKNESS1. DECISION MAKING2. REWARDS & RECOGNITIONS3. LEADERSHIP & MANAGEMENT4. COMMUNICATION

MACHINE SHOP

48

WORKERS

11%

19%

39%

18%

13%

very low

low

fair

high

very high

SUPERVISORS

3%

31%

45%

17%4%

very low

low

fair

high

very high

49

MACHINE SHOP

STRENGTH1. GOALS2. THE COMPANY

WEAKNESS1. REWARDS & RECOGNITIONS2. TRAINING & DEVELOPMENT3. COMMUNICATION

FABRICATION AND WELDING

50

WORKERS

4%17%

34%

44%

1%

very low

low

fair

high

very high

SUPERVISORS

2% 6%

52%

36%

4%

very low

low

fair

high

very high

FABRICATION & WELDING

51

STRENGTH1. THE COMPANY2. THE JOB

WEAKNESS1. DECISION MAKING2. REWARDS & RECOGNITIONS3. GOALS4. WORK DISCIPLINE

WORKERS ARE MORE DISSATISFIED AS COMPARED TO SUPERVISORS

52

MAINTENANCE

WORKERS

7%

22%

44%

22%

5%

very low

low

fair

high

very high

SUPERVISORS

1%23%

44%

31%

1%

very low

low

fair

high

very high

53

MAINTENANCE

STRENGTH1. COMMUNICATION2. GOALS 3. WORK ENVIROMENT

WEAKNESS1. REWARDS & RECOGNITIONS2. TRAINING & DEVELOPMENT

WORKERS & SUPERVISORS BOTH ARE DISSATISFIED.

54

QUALITY ASSURANCE

SUPERVISORS

17%

37%

37%

7% 2%

very low

low

fair

high

very high

STORES

SUPERVISORS

0% 8%

59%

28%

5%

very low

low

fair

high

very high

55

STRENGTHS1. TRAINING & DEVELOPMENT2. REWARDS & RECOGNITIONS

WEAKNESS1. DECISION MAKING 2. LEADERSHIP & MANAGEMENT3. COMMUNICATION

EMPLOYEES ARE MORE DISSATISFIE

56

SECURITY

WORKERS

0% 12%

40%39%

9%

very low

low

fair

high

very high

SUPERVISORS

0% 5% 6%

60%

29%very low

low

fair

high

very high

SECURITY

57

WEAKNESS1. WORK DISCIPLINE2. GOALS3. LEADERSHIP & MANAGEMENT

STRENGTHS1. COMMUNICATION2. THE COMPANY3. TRAINING & DEVELOPMENT

SUPERVISORS ARE MORE SATISFIED AS COMPARED TO WORKERS

58

ACCOUNTS SUPERVISORS

0%

41%

38%

17%4%

very low

low

fair

high

very high

HUMAN RESOURCE AND INDUSTRIAL RELATIONS

SUPERVISORS

1% 4%15%

34%

46%

very low

low

fair

high

very high

ACCOUNTS

59

STRENGTH1. THE JOB2. GOALS

WEAKNESS1. TRAINING & DEVELOPMENT2. WORK DISCIPLINE3. DECISION MAKING

IN THE ACCOUNTS DEPARTMENT SATISFACTION LEVEL IS LESS

HR/IR

60

STRENGTHS1. THE COMPANY2. TRAINING & DEVELOPMENT3. WORK ENVIROMENT

WEAKNESS1. COMMUNICATION 2. WORK DISCIPLINE3. LEADERSHIP & MANAGEMENT

DIMENSION WISE GOALS

61

SUPERVISORS

0%

4%

40%

41%

15%

very low

low

fair

high

very high

WORKERS

3% 11%

38%36%

12%

very low

low

fair

high

very high

JOB

62

WORKERS

2% 11%

38%38%

11%

very low

low

fair

high

very high

SUPERVISORS

4% 7%

41%44%

4%

very low

low

fair

high

very high

WORK ENVIRONMENT

63

WORKERS

5%11%

39%

35%

10%

very low

low

fair

high

very high

SUPERVISORS

4%11%

41%

33%

11%

very low

low

fair

high

very high

COMMUNICATION

64

WORKERS

5%

19%

38%

25%

13%

very low

low

fair

high

very high

SUPERVISORS

4%

19%

51%

26%

0%

very low

low

fair

high

very high

LEADERSHIP AND MANAGEMENT

65

WORKERS

6%14%

44%

27%

9%

very low

low

fair

high

very high

SUPERVISORS

4% 7%

56%

22%

11%

very low

low

fair

high

very high

66

DECISION MAKING

WORKERS

10%

23%

36%

25%

6%

very low

low

fair

high

very high

SUPERVISORS

4%19%

48%

22%

7%

very low

low

fair

high

very high

67

REWARDS AND RECOGNITION

WORKERS

9%

24%

41%

20%

6%

very low

low

fair

high

very high

SUPERVISORS

4%

37%

37%

15%

7%

very low

low

fair

high

very high

68

TRAINING AND DEVELOPMENT

WORKERS

7%

22%

42%

23%

6%

very low

low

fair

high

very high

SUPERVISORS

0%

33%

30%

26%

11%

very low

low

fair

high

very high

69

WORK DISCIPLINE

WORKERS

3%12%

44%

33%

8%

very low

low

fair

high

very high

SUPERVISORS

4%

29%

30%

26%

11%

very low

low

fair

high

very high

70

THE COMPANY

WORKERS

2% 6%

33%

40%

19%

very low

low

fair

high

very high

SUPERVISORS

0% 11%

44%15%

30%

very low

low

fair

high

very high

71

OVERALL EMPLOYEES SATISFACTION LEVELS

OVERALL EMPLOYEES SATISFACTION LEVELS

5%16%

40%

29%

10%

very low

low

fair

high

very high

72

CONCLUSION

As a part of my PGDM curriculum I was required to undergo a six week summer internship project. I am very grateful to TATA STEEL GROWTH SHOP, JAMSHEDPUR for giving me an opportunity to do my project in their esteemed organization. The duration of six weeks was a lot of learning and pleasure mainly because of guidance and support that i received from the Human Resource department and other employees of various sections.TGS has an extremely cordial atmosphere which is very conducive for growth, teamwork and efficient job performance. The atmosphere makes my work easier. It has provided me with a rich experience of working with people of different culture, backgrounds & levels, all working cordially in a team. It has also exposed me to the industrial environment, professional working styles, organizational systems & procedures.

In TGS, the employee’s satisfaction level is almost up to the mark but again in few of its department the employees are not fully satisfied with the overall working conditions. At the same time it has also been analyzed that the company is taking proper measures and effective steps for the increment in the satisfaction level of the employees that will consequently motivate them better performance and the overall development of the company.At last it can be said that though the study to measure the level of satisfaction come to an end but still the scope are open for further research.

73

RECOMMENDATIONS AND SUGGESTIONS

After conducting the survey through questionnaire and interview methods among the employees of the company, following recommendations and suggestions can be given for the betterment of the satisfaction level of the employees as well as the productivity of the department.

Performance appraisal system should be effective for workers as well. Maintenance of plant is necessary specially during rainy season

(leakage of the shed). Availability of the required tools and equipments should be on time for

the successful completion of the job. Effective two-way communication should be maintained in the

company. Decision making and authorization of work should be delegated to the

workers to some extent. Necessary steps should be taken to avoid sound pollution. E.g.: special

equipments should be provided to the workers for the protection of ears from noise pollution.

Superior-worker relation should be verified. Rewards and recognition should be given to the deserving candidate

on time. Promotion policies should be re-defined. Medical facilities should be improved.

74

BIBLIOGRAPHY

(1) RESEARCH METHODLOGY (C.R. Kothari)(2) T.G.S. LIBRARY(3) S.N.T.I. and T.M.D.C. LIBRARY(4) WWW.TATA STEEL.COM(5) WWW.TATA GROWTH SHOP.COM

75

SUPPORTING FACTS

Question wise tables for each departmentsQ-1ARE YOU CLEAR ABOUT THE RESULTS EXPECTED OF YOU IN YOUR JOB?

DepartmentMachine Shop

Fabrication &

WeldingAssembl

yMaintenanc

e

Quality Assuranc

eSecurit

yStore

sAccount

sHR/IR

W S W S W S W S W s W S W S W S W SVery low extent 4 0 0 0 1 0 0 0 0 0 0 0 0 0 0 0 0 0Low extent 2 0 0 0 2 0 0 0 0 1 1 0 0 0 0 0 0 1Fair extent 15 2 8 1 12 1 6 0 0 3 1 0 0 2 0 2 0 0High extent 9 1 19 2 15 1 8 3 0 1 1 2 0 1 0 0 0 2Very high extent 10 0 3 0 2 0 1 0 0 0 0 0 0 0 0 0 0 1Total 40 3 30 3 32 2 15 3 0 5 3 2 0 3 0 2 0 4

Q-2ARE YOU CLEAR ABOUT THE GOALS OF YOUR WORK UNIT?


Fabrication &

WeldingAssembl

yMaintenanc

e

Quality Assuranc

eSecurit

yStore

sAccount

sHR/IR


76

Q-3ARE YOU CLEAR ABOUT THE OVERALL GOALS OF THE COMPANY?


Fabrication &

WeldingAssembl

yMaintenanc

e

Quality Assuranc

eSecurit

yStore

sAccount

sHR/IR


Q-4ARE YOU INVOVLED IN THE GOAL-SETTING IN YOUR AREA OF WORK?


Fabrication &

WeldingAssembl

yMaintenanc

e

Quality Assuranc

eSecurit

yStore

sAccount

sHR/IR


77

Q-5ARE YOU SATISFIED WITH YOUR JOB ASSINGMENT?Departmen

tMachine

ShopFabrication & Welding Assembly Maintenance

Quality Assurance Security Stores Accounts HR/IR

W S W S W S W S W s W S W S W S W SVery low extent 1 0 2 0 1 0 0 0 0 1 0 0 0 0 0 0 0 0

Low extent 6 0 4 0 4 0 1 2 0 0 0 1 0 0 0 0 0 0

Fair extent 21 2 9 1 7 1 7 0 0 2 2 1 0 3 0 1 0 0

High extent 5 1 11 2 12 1 5 1 0 2 1 0 0 0 0 1 0 2Very high extent 7 0 3 0 8 0 2 0 0 0 0 0 0 0 0 0 0 2

Total 40 3 30 3 32 2 15 3 0 5 3 2 0 3 0 2 0 4

Q-6DOES YOUR JOB MAKE USE OF YOUR SKILLS AND ABILITIES?

Department

Machine Shop

Fabrication &

WeldingAssembl

yMaintenanc

e

Quality Assuranc

eSecurit

yStore

sAccount

s HR/IRW S W S W S W S W s W S W S W S W S

Very low extent 3 0 0 0 2 0 0 0 0 0 0 0 0 0 0 0 0 0Low extent 3 0 1 0 0 0 2 0 0 1 0 0 0 0 0 0 0 1Fair extent 15 0 11 2 10 1 7 2 0 4 0 0 0 1 0 1 0 0

High extent 14 3 18 1 15 1 5 1 0 0 2 1 0 2 0 0 0 3

Very high extent 5 0 0 0 5 0 1 0 0 0 1 1 0 0 0 1 0 0

Total 40 3 30 3 32 2 15 3 0 5 3 2 0 3 0 2 0 4

78

Q-7DO YOU GET A SENSE OF ACCOMPLISHMENT FROM YOUR WORK?

Department

Machine Shop

Fabrication &

WeldingAssembl

yMaintenanc

e

Quality Assuranc

eSecurit

yStore

sAccount

s HR/IRW S W S W S W S W s W S W S W S W S

Very low extent 1 0 0 0 1 0 0 0 0 0 0 0 0 0 0 0 0 0Low extent 9 1 1 0 3 0 5 1 0 0 0 0 0 0 0 0 0 0Fair extent 16 1 20 2 18 1 7 2 0 3 2 0 0 1 0 1 0 1High extent 8 1 8 1 9 1 3 0 0 2 1 2 0 2 0 1 0 1Very high extent 6 0 1 0 1 0 0 0 0 0 0 0 0 0 0 0 0 0Total 40 3 30 3 32 2 15 3 0 5 3 2 0 3 0 2 0 4

Q-8WOULD YOU LIKE TO CONTINUE IN YOUR CURRENT AREA OF WORK?

DepartmentMachine



W S W S W S W S W s W S W S W S W SVery low extent 2 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0Low extent 4 1 2 0 1 0 7 1 0 0 0 0 0 0 0 0 0 0Fair extent 15 1 19 1 9 0 3 0 0 5 0 0 0 1 0 1 0 0High extent 6 1 8 2 16 2 5 2 0 0 2 2 0 2 0 1 0 3

Very high extent 9 0 1 0 6 0 0 0 0 0 1 0 0 0 0 0 0 1

Total 40 3 30 3 32 2 15 3 0 5 3 2 0 3 0 2 0 4

79

Q-9DOES YOUR JOB,THROUGH VARIETY AND CHALLENGE,PROVIDE OPPORTUNITIES FOR LEARING AND GROWTH?

Department

Machine Shop

Fabrication & Welding Assembly Maintenance



Q-10Departmen

tMachine




IS THE ENVIRONMENT OF YOUR WORKPLACE SAFE CLEAN, HEALTHYAND HYGIENIC?

Q-11

80

IS THE COOPERATION BETWEEN INDIVIDUALS AND DEPARTMENTS TO GET THE JOB DONE?


Fabrication &

WeldingAssembl

yMaintenanc

e

Quality Assuranc

eSecurit

yStore

sAccount

sHR/IR


Q-12ARE YOU SATISFIED WITH YOUR TOTAL REMUNERATION PACKAGE CONSIDERING YOUR DUTIES AND RESPONSIBILITIES?


Fabrication &

WeldingAssembl

yMaintenanc

e

Quality Assuranc

eSecurit

yStore

sAccount

sHR/IR


Q-13

81

ARE YOU SATISFIED WITH THE PERKS, CIVIC FACILITIES AND WELFARE MEASURES PROVIDED BY THE COMPANY?


Fabrication &

WeldingAssembl

yMaintenanc

e

Quality Assuranc

eSecurit

yStore

sAccount

sHR/IR


Q-14ARE THE ROLES AND RESPONSIBILITIES OF PEOPLE IN YOUR WORKPLACE CLEARLY DEFINED?


Fabrication &

WeldingAssembl

yMaintenanc

e

Quality Assuranc

eSecurit

yStore

sAccount

sHR/IR


Q-15

82

DOES YOUR JOB LEAVE YOU WITH SUFFICIENT TIME FOR YOUR PERSONAL/FAMILY AND SOCIAL LIFE?


Fabrication &

WeldingAssembl

yMaintenanc

e

Quality Assuranc

eSecurit

yStore

sAccount

sHR/IR


Q-16DO YOU CONSIDER THE OVERALL CULTURE OF TATA STEEL FREE OF UNDUE FEAR?


Fabrication &

WeldingAssembl

yMaintenanc

e

Quality Assuranc

eSecurit

yStore

sAccount

sHR/IR


DepartmentMachine




Low extent 11 0 0 0 1 0 4 1 0 3 2 0 0 0 0 0 0 0

83

Fair extent 14 3 13 0 8 2 5 1 0 0 1 0 0 2 0 2 0 2


Total 40 3 30 3 32 2 15 3 0 5 3 2 0 3 0 2 0 4

Q-17DO YOU RECEIVE THE INFORMATION YOU NEED TO DO YOUR JOB WELL?

Q-18DOES MANAGEMENT KEEP YOU WELL INFORMED ABOUT IMPORTANT CORPORATE MATTERS OF GENERAL INTEREST?

Department

Machine Shop

Fabrication &

WeldingAssembl

yMaintenanc

e

Quality Assuranc

eSecurit

yStore

sAccount

sHR/IR


Low extent 17 2 8 0 4 1 3 0 0 1 0 0 0 0 0 1 0 0

Fair extent 10 1 20 2 14 1 6 3 0 2 3 0 0 2 0 1 0 1High extent 8 0 2 0 8 0 3 0 0 0 0 2 0 1 0 0 0 1Very high extent 2 0 0 1 5 0 0 0 0 0 0 0 0 0 0 0 0 2

Total 40 3 30 3 32 2 15 3 0 5 3 2 0 3 0 2 0 4

Q-19DO YOUR SUPERIORS WELCOME FREE AND FRANK COMMUNICATION FROM BELOW?

84


Fabrication &

WeldingAssembl

yMaintenanc

e

Quality Assuranc

eSecurit

yStore

sAccount

sHR/IR


Low extent 8 2 1 0 1 0 6 2 0 3 0 0 0 0 0 1 0 1

Fair extent 14 1 19 0 14 2 4 1 0 2 2 0 0 2 0 1 0 1


Total 40 3 30 3 32 2 15 3 0 5 3 2 0 3 0 2 0 4

Q-20IS MANAGEMENT WELL INFORMED ABOUT THE REAL PROBLEM YOU FACE IN YOUR DEPARTMENT?


Fabrication &

WeldingAssembl

yMaintenanc

e

Quality Assuranc

eSecurit

yStore

sAccount

sHR/IR


Low extent 16 2 8 0 6 2 3 3 0 3 0 0 0 0 0 1 0 0

Fair extent 13 1 16 3 6 0 10 0 0 1 0 0 0 2 0 0 0 0


Total 40 3 30 3 32 2 15 3 0 5 3 2 0 3 0 2 0 4

Q-21ARE YOU SATISFIED WITH THE GENERAL SPEED AND FLOW OF COMMUNICATION IN THE COMPANY?

deptMachine Shop

Fabrication &

WeldingAssembl

yMaintenanc

e

Quality Assuranc

eSecurit

yStore

sAccount

sHR/IR

85


Low extent 12 1 2 0 0 0 2 2 0 4 1 0 0 0 0 0 0 1

Fair extent 12 2 18 3 14 2 9 1 0 0 1 0 0 2 0 1 0 0


Total 40 3 30 3 32 2 15 3 0 5 3 2 0 3 0 2 0 4

Q-22IN THE FINAL ANALYSIS,IS THERE EFFECTIVE ,TWO-WAY COMMUNICATION IN THE COMPANY?

deptMachine Shop

Fabrication &

WeldingAssembl

yMaintenanc

e

Quality Assuranc

eSecurit

yStore

sAccount

sHR/IR


Low extent 13 1 6 0 2 0 4 0 0 3 0 0 0 0 0 0 0 0

Fair extent 12 2 15 2 13 2 8 3 0 0 1 0 0 2 0 2 0 0


Total 40 3 30 3 32 2 15 3 0 5 3 2 0 3 0 2 0 4

Q-23DO YOUR SUPERIORS FOCUS ON TEAMBUILDING AND TEAM WORK?

86

DeptMachine



W S W S W S W S W s W S W S W S W SVery low extent 5 0 0 0 0 0 0 0 0 1 0 0 0 0 0 0 0 0Low extent 5 1 7 0 2 0 2 0 0 4 1 0 0 0 0 1 0 0Fair extent 17 2 10 1 5 2 7 2 0 0 0 0 0 2 0 1 0 1High extent 6 0 13 2 19 0 5 1 0 0 2 1 0 1 0 0 0 2Very high extent 7 0 0 0 6 0 1 0 0 0 0 1 0 0 0 0 0 1

Total 40 3 30 3 32 2 15 3 0 5 3 2 0 3 0 2 0 4

Q-24DO YOUR SUPERIORS ENCOURAGE YOU TO THINK INNOVATIVELY AND CHALLENGE OUTMODED TRADITIONS AND PRACTICES?

deptMachine




Low extent 4 1 0 0 2 1 3 1 0 4 0 0 0 0 0 1 0 0

Fair extent 19 2 19 3 8 0 7 2 0 1 1 2 0 2 0 1 0 1


Total 40 3 30 3 32 2 15 3 0 5 3 2 0 3 0 2 0 4

Q-25DO YOUR SUPERIORS DEVELOP THEIR SUBORDINATES THROUGH APPROPRIATE DELEGATION AND COACHING?

deptMachine Shop

Fabrication &

WeldingAssembl

yMaintenanc

e

Quality Assuranc

eSecurit

yStore

sAccount

sHR/IR

87


Low extent 10 0 6 0 2 0 3 0 0 3 0 0 0 0 0 1 0 0

Fair extent 14 3 22 3 10 1 7 2 0 2 1 0 0 3 0 0 0 0


Total 40 3 30 3 32 2 15 3 0 5 3 2 0 3 0 2 0 4

Q-26HAVE YOUR SUPERIORS IN THE FINAL ANALYSIS,BEEN SUCCESSFUL IN CREATING A CLIMATE OF HIGH MOTIVATION,ACHIEVEMENT AND EXCELLENCE IN YOUR AREA OF WORK?

DeptMachine Shop

Fabrication &

WeldingAssembl

yMaintenanc

e

Quality Assuranc

eSecurit

yStore

sAccount

sHR/IR


Low extent 14 2 3 0 2 0 5 0 0 2 0 0 0 0 0 1 0 0

Fair extent 14 1 15 2 9 2 6 1 0 2 1 0 0 1 0 1 0 1


Total 40 3 30 3 32 2 15 3 0 5 3 2 0 3 0 2 0 4

Q-27ARE YOUR SUPERIORS FAIR AND EQUITABLE IN THEIR DEALINGS WITH PEOPLE?

deptMachine Shop

Fabrication &

WeldingAssembl

yMaintenanc

e

Quality Assuranc

eSecurit

yStore

sAccount

sHR/IR


88

Low extent 9 2 2 0 1 1 6 0 0 0 0 0 0 0 0 1 0 0

Fair extent 13 1 15 2 7 1 3 1 0 3 0 0 0 2 0 0 0 0


Total 40 3 30 3 32 2 15 3 0 5 3 2 0 3 0 2 0 4

Q-28DO YOUR SUPERIORS ACT AS role models AND SET AN EXAMPLE FOR OTHER TO FOLLOW?

deptMachine Shop

Fabrication &

WeldingAssembl

yMaintenanc

e

Quality Assuranc

eSecurit

yStore

sAccount

sHR/IR

W S W S W S W S W s W S W S W S W SVery low extent 6 3 1

Low extent 8 1 2 1 6 1 2 2

Fair extent 16 2 25 1 11 2 6 2 2 1 1 1

High extent 2 5 14 2 2 1 1Very high extent 6 6 1 2

Total 40 3 30 3 32 2 15 3 5 3 2 3 2 4

Department

Machine Shop

Fabrication & Welding Assembly Maintenance


W S W S W S W S W s W S W S W S W SVery low extent 7 1 1 1 1

Low extent 10 2 3 4 1 4

Fair extent 17 2 21 2 14 6 2 1 1 1 1

High extent 9 7 1 8 2 1 2 2 1 1Very high extent 3 7 2 2

Total 40 3 30 3 32 2 15 3 5 3 2 3 2 2

Q-29

89

ARE DECISION IN THE COMPANY MAKE AT THE APPROPRIATE LEVEL?

Q-30ARE DECISIONS IN THE COMPANY MADE PROMPTLY?


Fabrication &

WeldingAssembl

yMaintenanc

e

Quality Assuranc

eSecurit

yStore

sAccount

sHR/IR


Low extent 15 2 5 2 1 5 1

Fair extent 12 1 15 2 11 2 4 1 2 1 1

High extent 6 9 1 13 11 1 2 2 1 1Very high extent 4 5 3

Total 40 3 30 3 32 2 15 3 5 3 2 3 2 4

Q-31DO YOUR SUPERIORS INVOLVE YOU IN DECISIONS DIRECTLY RELATED TO YOUR AREA OF WORK?


Fabrication &

WeldingAssembl

yMaintenanc

e

Quality Assuranc

eSecurit

yStore

sAccount

sHR/IR

W S W S W S W S W s W S W S W S W SVery low extent 7 1 1 2

Low extent 13 2 7 3 4 1 2 1

Fair extent 12 1 20 3 10 2 8 1 3 1 3 1 2

High extent 2 2 14 1 1 2 2 1

90

Very high extent 6 4 1

Total 40 3 30 3 32 2 15 3 5 3 2 3 2 4

Q-32ARE YOU EMPOWERED TO MAKE AND IMPLEMENT YOUR OWN DECISIONS IN YOUR AREA OF WORK?


Fabrication &

WeldingAssembl

yMaintenanc

e

Quality Assuranc

eSecurit

yStore

sAccount

sHR/IR

W S W S W S W S W s W S W S W S W SVery low extent 7 1 1 4 1

Low extent 17 2 1 1 3 4 1 1

Fair extent 9 23 2 10 2 6 1 4 1 2 1 1

High extent 2 5 15 1 1 2 2 1Very high extent 5 4 3

Total 40 3 30 3 32 2 15 3 5 3 2 3 2 4

Q-33HAVE YOUR PERFORMANCE APPRAISALS BEEN FAIR?


Fabrication &

WeldingAssembl

yMaintenanc

e

Quality Assuranc

eSecurit

yStore

sAccount

sHR/IR


Low extent 14 6 3 4 3 5

Fair extent 13 3 16 14 1 5 3 1

High extent 6 14 1 2 3 1 3 1 3Very high extent 4 1 1

Total 40 3 30 3 32 2 15 3 5 3 2 3 2 2

91

Q-34ARE THERE CLEAR CRITERIA FOR GIVING REWARDS?


Fabrication &

WeldingAssembl

yMaintenanc

e

Quality Assuranc

eSecurit

yStore

sAccount

sHR/IR

W S W S W S W S W s W S W S W S W SVery low extent 7 5

Low extent 18 6 3 1 3 2 1

Fair extent 10 3 19 3 9 6 2 3

High extent 2 5 18 1 1 3 2 1 1 1 2Very high extent 3 2 1 1 2

Total 40 3 30 3 32 2 15 3 5 3 2 3 2 4

Q-35IS CREDIT FOR WORK WELL DONE GIVEN TIMELY?


Fabrication &

WeldingAssembl

yMaintenanc

e

Quality Assuranc

eSecurit

yStore

sAccount

sHR/IR

W S W S W S W S W s W S W S W S W SVery low extent 8 0 0 0 0 4 0 0 0 0 0 0

Low extent 15 1 5 0 3 1 5 2 2 0 1 0 1 1

Fair extent 13 1 23 2 13 1 5 1 3 3 0 2 1 0

High extent 2 1 2 1 13 0 1 0 0 0 0 1 0 2Very high extent 2 0 0 0 3 0 0 0 0 0 1 0 0 1

Total 40 3 30 3 32 2 15 3 5 3 2 3 2 4

92

Q-36ARE REWARDS AND RECOGNITION GIVEN TO THOSE WHO TRULY DESERVE THEM?


Fabrication &

WeldingAssembl

yMaintenanc

e

Quality Assuranc

eSecurit

yStore

sAccount

sHR/IR

W S W S W S W S W s W S W S W S W SVery low extent 6 0 1 0 0 5 0 1 0 0 0 0 0

Low extent 11 1 9 0 6 1 5 1 4 0 0 0 1 0

Fair extent 17 2 18 2 13 1 3 0 0 3 0 3 0 1


Total 40 3 30 3 32 2 15 3 5 3 2 3 2 4

Q-37ARE REWARDS,IN GENERAL,GIVEN ON THE BASIS OF MERIT AND PERFORMANCE?


Fabrication &

WeldingAssembl

yMaintenanc

e

Quality Assuranc

eSecurit

yStore

sAccount

sHR/IR

W S W S W S W S W s W S W S W S W SVery low extent 3 2 1 0 1 0 5 0 0 0 0 0 0 0

Low extent 15 1 12 1 5 0 4 1 2 0 0 1 1 1

Fair extent 13 0 13 2 11 2 6 2 2 1 0 1 1 0


93

Total 40 3 30 3 32 2 15 3 5 3 2 3 2 4

Q-38DO YOU REGARD THE NON-MONETARY REWARDS GIVEN IN THE COMPANY AS SUFFICIENTLY ATTRACTIVE?


Fabrication &

WeldingAssembl

yMaintenanc

e

Quality Assuranc

eSecurit

yStore

sAccount

sHR/IR


Low extent 13 2 1 0 3 1 7 1 1 0 0 1 2 0

Fair extent 14 0 23 2 14 1 4 0 2 1 0 1 0 0


Total 40 3 30 3 32 2 15 3 5 3 2 3 2 4

Q-39ARE YOU SATISFIED WITH THE OPPORTUNITIES FOR ADVANCEMENT TO HIGHER LEVELS?


Fabrication &

WeldingAssembl

yMaintenanc

e

Quality Assuranc

eSecurit

yStore

sAccount

sHR/IR


Low extent 14 3 6 0 1 0 6 2 3 0 0 1 1 0

Fair extent 12 0 14 1 12 0 6 1 2 2 0 1 1 1

94


Total 40 3 30 3 32 2 15 3 5 3 2 3 2 4

Q-40DOES COMPANY ATTACH GENUINE IMPORTANCE TO TRAINING ALL ITS EMPLOYEES?


Fabrication &

WeldingAssembl

yMaintenanc

e

Quality Assuranc

eSecurit

yStore

sAccount

sHR/IR


Low extent 13 1 7 0 1 0 8 2 2 1 0 1 1 0

Fair extent 15 2 15 1 20 0 3 1 2 1 0 2 1 2


Total 40 3 30 3 32 2 15 3 5 3 2 3 2 4

Q-41ARE YOU SATISFIED WITH THE ATTENTION GIVEN TO YOUR TRAINING AND DEVELOPMENT NEEDS?


Fabrication &

WeldingAssembl

yMaintenanc

e

Quality Assuranc

eSecurit

yStore

sAccount

sHR/IR


Low extent 14 0 6 1 2 0 6 1 2 1 0 0 2 0

Fair extent 16 2 21 2 11 1 5 0 3 1 0 2 0 2

95


Total 40 3 30 3 32 2 15 3 5 3 2 3 2 4

Q-42ARE YOU SATISFIED WITH THE IN-HOUSE FACILITIES FOR TRAINING EMPLOYEES?


Fabrication &

WeldingAssembl

yMaintenanc

e

Quality Assuranc

eSecurit

yStore

sAccount

sHR/IR


Low extent 4 0 2 0 1 0 2 0 1 1 0 0 1 1

Fair extent 16 2 21 1 14 2 7 3 4 1 0 3 1 0


Total 40 3 30 3 32 2 15 3 5 3 2 3 2 4

Q-43ARE YOU SATISFIED WITH THE OVERALL QUALITY OF TRAINING PROVIDED BY:

*SNTI

*TMDC*YOUR DEPARTMENT*YOUR SUPERIORS AS A MENTOR


Fabrication &

WeldingAssembl

yMaintenanc

e

Quality Assuranc

eSecurit

yStore

sAccount

sHR/IR


Low extent 4 0 0 0 2 0 3 1 2 1 0 0 1 0

Fair extent 19 2 14 1 11 0 5 0 3 1 0 1 1 1

96


Total 40 3 30 3 32 2 15 3 5 3 2 3 2 4

Q-44ARE THE STEPS TO BE FOLLOWED IN ENFORCING DISCIPLINE CLEARLY DEFINED AND UNDERSTOOD?


Fabrication &

WeldingAssembl

yMaintenanc

e

Quality Assuranc

eSecurit

yStore

sAccount

sHR/IR


Low extent 10 2 2 0 5 1 4 0 2 1 0 1 2 1

Fair extent 15 0 13 3 8 1 9 3 1 1 0 1 0 0


Total 40 3 30 3 32 2 15 3 5 3 2 3 2 4

Q-45IS PROPER WORK DISCIPLINE MAINTAINED IN YOUR DEPARTMENT?


Fabrication &

WeldingAssembl

yMaintenanc

e

Quality Assuranc

eSecurit

yStore

sAccount

sHR/IR


Low extent 4 0 0 0 1 0 2 2 0 0 0 1 1 0

Fair extent 15 0 16 2 6 2 10 1 5 2 0 1 1 0


Total 40 3 30 3 32 2 15 3 5 3 2 3 2 4

97

Q-46Do you get the support you need from the personnel division for enforcing or maintaining proper work discipline?


Fabrication &

WeldingAssembl

yMaintenanc

e

Quality Assuranc

eSecurit

yStore

sAccount

sHR/IR


Low extent 7 0 0 0 0 0 1 0 3 0 0 1 0 0

Fair extent 16 2 9 0 5 0 4 1 2 1 0 1 1 0


Total 40 3 30 3 32 2 15 3 5 3 2 3 2 4

98

Documents

employee satisfaction survey tata steel