A STUDY ON EMPLOYEES STRESS OF INDIA CEMENTS LTD.docx

CHAPTER-1 INTRODUCTION AND DESIGN OF THE STUDY INTRODUCTION Stress is the debilitating effects caused by constant pressure both at work and home, are a modern phenomenon. However, stress, or at least temporary stress, is a very necessary part of our lives. One important function of short-term stress is to channel our resources to deal with challenging or even life threatening situations. Temporary stress, therefore, allows us an extra turn of speed in escaping Danger it increases the speed of our reactions when, for example, avoiding a Collision while driving, it recharges a mentally or physically exhausted body to cope with greater challenges, and boosts an athlete‘s performance during an important event. In prehistoric times, this bodily reaction to stress was exactly what was needed. This is attributed to physiological changes that occurred to the body when danger appeared. Chemicals, especially adrenalin, were released into body and prepared it for fight or flight. The heart beat faster; blood supply was transferred from the non-essential to the essential; from the skin and digestive organs to the muscles and the head. The resulted both in clear, Swifter thinking and faster, stronger muscular responses. The lungs took in more oxygen, breathing became more, and the body anticipated keeping cool increasing perspiration. Once the danger had passed or fighting or fleeding had occurred (successfully!), the bodily 1

functions reverted to normal. In prehistoric times, these bodily responses were vital for survival. Then the energy generated by stress was utilized in physical action. Today, however, the problems and stress that we experience have changed radically and can rarely be resolved with physical action. We are not designed to operate effectively in this hi-tech world. Hunting for food is how replaced by jostling with our trolleys in supermarkets! Psychological stresses lead to the same bodily state of arousal as does fight and flight, but mostly without any accompanying physical activity to use adrenalin and energy made available. When this stress is prolonged, physical and mental damage will occur, sometimes resulting in serious disease. STUDY OF THE STRESS Study and stress are closely related. In normal condition, stress comes from school work, homework or from revising, also stress comes from examinations, tests, you can‘t control your mood in the student life, the you will waste more effort in studying. 1. Sleeping Anyone over the age of eighteen needs to sleep about 8 hour‘s at night. But many pupils have a very bad habit-they like to work on a certain project or revise their homework overnight until the early morning, where they found occasional pleasure. But this will affect their performance tomorrow. As a good student, I think they should go to sleep at eleven and 2

wake up at seven so that they can work long enough for their work and on the hands it can keep you at top state and so you can have better performance in examinations or at school, so you can have your lesson concentrated or get a god result. Of course, this kind of time management need a good planning and well organized. But it is worth\ to do so. And you should know that you should have a time table to guide your tasks. 2. Relax It is better to relax yourself after a period of studying. Like a short walk in fresh air as refreshment. Also using a hot drink can help you to relax. Study of the stress dangerous Stress can be fatal. Let me give an example, the sport man broke their record not on the quiet training tracks, but on the competition. Stresses in competition is great, it comes from crowd, friends, trainers of your team, media, and most important, you yourself. You want to gather prize from competition so you get the stress, and at the same time stress makes you to fight in competition, boost up yourself, because you want to have the joy and happiness from the time to win. So it is clear to see that stress is essential for people to do better. But the ‗level‘ of stress each people can suffer is different. Too much stress is very dangerous.

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Additional stress will become the barrier to success, worrying about something that is useless, for example, when you taking exam, you may be affected By stress and you become lost confidence and can‘t concentrate. But too little stress is also disastrous. If you do not have force comes from your life, then you will not have interest in living due to little changing, and you will feel life is boring and that comes to poor performance. So there is graph representing our stress against working performance, like our body cells and enzymes, you yourself works effectively only in certain stress range, too little stress comes to inability of your mind and works poorly, and too much stress will make us ‗denatured‘, that means we cannot suffer the stress from work and instead, you will escape from reality. Stress Management. Provide stress management training and an employee assistance program (EAP) important workers to cope with difficult work situations. Nearly on-half of large companies in the United States provide so management training for their Workforces Stress management programs teach workers about the nature and so effects of stress on health, and personal skills to reduce stressfor example, time management or relaxation exe individual counseling for employees with both work and personal problems. Stress management training may rah symptoms such as anxiety and sleep disturbances; it also 4

has the advantage of being inexpensive and easy to it stress management programs have two major disadvantages:  The beneficial effects on stress symptoms are often short-lived.  They often ignore important root causes of stress because they focus on the worker and not the environment.

Organization Change Bring is consultant to recommend ways to improve working conditions. This approach way to reduce stress at work. It involves the identification of stressful aspects of work (e.g., excessive workload, expectations) and the design of strategies to reduce or eliminate the identified stressors. The advantage of this a directory with the root causes of stress at work. However, managers are sometimes uncomfortable with this approach involve changes in work routines or production schedules, or changes in the organizational structure. Study of the Physical action on handle stress  Work for what you want I think everyone should have something he/she‘s interested, for example, reading comics, watching TV, or just sports. These area effective medicines for your stress!

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 Talk with others Another effective method of solving stress is by social method- a quite effective way. Anyone who has pressure or stress can talk freely with their friends, don‘t mind what you talk about, don‘t mind who is chosen to listen to you. Just say out can make you happen!  Sleeping It‘s from my own view that stress would be worsen if you do not have enough sleep. A research founds that a person who do no sleep in last 24 hours will become less self control and more bad temper. So sleeping is important  Instant method Found that the method mentioned above needs a long time? There are methods that can make you more comfortable! That is breathing. OBJECTIVES OF THE STUDY  To find out the various factors that influences stress among employees.  To find the employers opinion towards the stress disorder  To find the employees opinion towards stress experienced in their job.  To study the impact or stress on employees.  To identify the appropriate copying strategies to overcome stress.  To offer recommendations to manage stress among employees of ‖ICL‖ 6

 SCOPE OF THE STUDY The study of stress may prove to be a useful tool for understanding the various problems associated with the progressive industrial unit or service organization.  The study is able to bring ort the comparative structure of stress among different working groups. So the study will help us to a large extent to understand the logic behind the stress among workers, and also helps to suggest some possible recommendation to reduce the problems of stress in the appropriate field.

 NEED FOR THE STUDY The study which was undergone in INDIA CEMENT LIMITED. A study on stress management of employees in the organizational has been conducted to analyze what are the difficulties faced by them, how to very come this in the future. The study helps to know is drawbacks and suggestions. Stress is an inevitable concomitant of organizational life. Its source in an organizational I s tats or role related. The complex & dynamic environment in which organizational have to exist adapt them selves and grow, add to further stress at work. As business environment and organizations grow competitive and complex, stress at work is also bound to increase. Dr.Hans selye, one of the 7

prominent psychologists of the twentieth century undertook original break through work in the understanding and defining of stress. Stress according to him is the ―single non specific reaction of the body to demand made upon it‖, Stress is the psychological and physiological reaction that takes places when once perceives an imbalance in the level of demand placed on the capacity to meet that demand in individuals.

 RESEARCH METHODOLOGIES  NATURE OF STUDY The present study is designed as a descriptive study on survey method. Both primary and secondary data have been used. The secondary data has been collected.Mainly from research reports, records of the company and from journals. Tools for Primary Data Collection Questionnaire In this study, a structured questionnaire consisting of a list of question pertaining to the survey is prepared. It consists of multiple choice question and questions for recommendation and suggestions. This facilitated it represents to fill up the questionnaire is an easy and fast manner.

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Secondary Data collection The research related data has been collected from the company newspaper. Sample unit Under this plan the research must define the target population that will be sampled. In this sampling unit is India Cement Limited, Sankari. Sample size The sample size of the study has limited to 100 respondents, which consist of both male and female from the age group of above 20 years. Sample design Here the population is defined; it is a probability sampling, under probability survey. The survey was conducted on the responses from the 100 employees in India Cements Limited. Simple Random Sampling was designed adopted for selecting the respondents to whom the schedule was served. Tools for Analysis Simple percentages are used in making comparisons between two or more series of data. With the help of absolutes figures, it was difficult to interpret any meaning in the two or more data, but when percentage are read, it becomes very easy to find the relative difference between the two data. 9

Number of respondent Percentage =

X

100

Total number of respondents

PERIOD OF STUDY The period is confined of 45 days.  Limitation of the study  The busy schedule of the workers was a hindrance to collect more data.  Due to time constraint the sample size is restricted to only 150 samples.  Some employees were having little difficulty in expressing their views even though they knew the answer to the questions. Hence the findings and suggestions may or may not be.

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CHAPTER SCHEME

This study is designed under the following chapters: I - The First Chapter deals with Introduction and design of

study

II - The Second Chapter deals with Review of the Literature III - The Third Chapter deals with Profile of the company IV - The Fourth Chapter deals with Data Analysis and Interpretation of Data V - The Fifth Chapter deals with Summary of Findings and Suggestion

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CHAPTER-II REVIEW OF LITERATURE Not to be confused with a book review, a literature Review scoweys scholarly articles, books and other Sources (e.g. dissertation, conference proceedings) relevant to a Particular issue, are a if research or theory, providences a Description, summers and critical evaluation if each work. The Literature review refers to and collection of material on a topic net necessary the great literature texts of the world. Chandola (2012) reported findings from a long-running study involving more than, British civil servants also suggests stress induced biological changes may play raises the risk of heart diseases by disrupting by disrupting the body‘s internal systems. The team conducted 7 surveys over a 12 period and found chronically stressed workers had 68% higher risk of developing heart disease.

____________________________ CHANDOLA (2012) working with emotional intelligence. USA, Bantam books 12

Sullivan & Shaikh (2011) this paper aims at exploring, for the first time in the Arab world, the role of emotional intelligence (EI) in affecting work outcomes. The results revealed significant differences between employees‘ perceptions of emotional intelligence, conflict and readiness to create and innovate. The paper provides practitioners with some advice about understanding and managing climate and conflict. Eniola (2010) This study investigated the influence of two interactions emotional intelligence Tracing (EIT) and Self-Regulation training (SRT) in remediation aggressive behavior in adolescence with visual impairment. Forty eight visual impaired (Ranging form total blind to partially sighted) participated in the study. The interaction effects revealed that participants treated with the two interactions EIT and SRT showed significant improvement in their aggressive behavior pattern then their counterparts in the control group.

____________________________________________ Sullivan &AL-Shaikh (2011) Emotional intelligence at work : links to conflict and innovation ENIOLA (2010) Organizational behavior 12th edition; New Delhi, prentice Hall of India pvt.ltd.employee relations.

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Yonung & Dulewicz (2009) this paper aims to present some findings from a wider study into effective command, leadership and management in the British Royal Navy (RN ). Its aim is to increase understanding of two types of self-awareness, emotional and congruent, and their relationship to job performance and personality. The results demonstrate that selfevaluation of own performance (form LDQ) was significantly correlated with appraised (actual) performance. Hierarchical regression showed that both d scales explain significant variance in appraised performance, especially the d2 measure which accounted for 47 percent. Wilsonet al. (2009) This research aims to investigate the efficacy of family involvement in shift work training targeting both physiological and social coping strategies. The inclusion of social coping strategies combined with family involvement significantly reduced work-family conflict. Open responses categories on the survey suggest that these reductions were due to the facilitation of a joint problem solving approach by family members. In contrast, employee focused.

____________________ Young &Dulewicz (2009) relationship between emotional and congruent self-awareness and performance in the British Royal Navy. Journal if managerial psychology. 10.1108/02683940710757191 Wilsonet al (2009 stress in life and work; new delhi, response books.Training on physiological coping alone appears to increase family conflicts.

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King & Garner (2008)

The aim of the study was to test the

relationship of emotional intelligence (EI) to the appraisal, coping and outcomes of workplace demands emotional intelligence was found to comprise three factors: emotional self management (ESM), the ability to understand other‘s emotions (UOE) and the use of emotions in decisions making. Martin, Jones & Carlin ( 2008) The purpose of this paper is to confirm predictions that employee reports of psychological climate, appraisal of change and levels of adjustments during a change program would be more positive for employees in higher status groups (Operational zed as hierarchical level in the organizational and occupational role. The results of study one resealed that upper level staff reported more positive attitudes during change, across a range of indicators, the results of study two showed that non-clinical staff reported more negative attitudes during change than other occupational groups. In addition,, managers appraised change as more stressful than non-managers, but felt more in.

_____________________ King &gardner (2008) emotional intelligence and occupational stress among professional staff in New Zealand international journal of organizational psychology, 10.11008/eb43386 Martin jones &callan (2008) psychology; 5th edition; New delhi,prentice hall of indiapvt.lt

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Highs (2007) reported a study to explore the relationship between the EI of call center agents and ratings of their performance. Sample of 289 agents from three organization were studied. Results included a strong relationship between overall EI and individual performance as well between several EI elements from the model and performance.

Brewin (1980)

Clinical case histories can contribute to our

knowledge of the types of person-situation interaction which produces managerial stress. Three case histories reveal similar interactions between a certain vulnerable personality and a specific type of work role transition. Common principles involved in these interactions are discussed.

_________________ HIGGS (2007) Abnormal psychology and modern life; 11 th edition; New delhi, pearson education

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Carmeli (2006)

Attempted

to narrow this gap by empirically

examining the extent to which senior managers with a high emotional intelligence employed in public sector organizations developed positive work attitude, altruistic behavior, and work outcomes. The result indicated that emotional intelligence. Augments positive, altruistic behavior, work outcomes, and moderated the effect on job satisfaction

Vakola et al.(2005) added a different way of looking and working with organizational change by focusing on individual‘s emotions and personality trait. The study explore how emotional intelligence change at an individual level by exploring the relationship between these attributes and towards organizational change. The sample consisted of 137 professionals who completed self reported inventories assessing confirmed that there was a relationship between personality traits an.

_________________________________________________________ 9. Brewin(1980) work role transitions and stress in managers: illustrations from the clinic, personal review 10.1108/eb.55414 10. Carmeli(2006) organizational behavior concepts-theory and practices. New delhi. Deep and deep publications pvt.ltd 11Vakola et al (2004) educational technology; 8 th edition USA, person education company

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Nikolana and Tsaousis (2004)

extorted the relationship between

emotional intelligence and source of occupational stress and outcomes on a sample of professional in mental health institution. A total of 212 participants were administered the emotional intelligence Questionnaire as well as the organizational stress screening tool (ASSET), which measured work place stress. The results showed

a negative correlation between

emotional intelligence and stress at work. Indicating that high scores in overall EI suffered less stress related to occupational environment. A negative correlation between emotional intelligence and organizational commitment, which according to the ASSET model was considered as a consequence of stress, suggesting a new role for EI as determinant of employee loyalty to organizations.

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Shhutte et al.(2003)

examined the link between emotional

intelligence and interpersonal relations. In studies one and two, the participants with high scores for emotional intelligence had higher scores for empathetic perspective taking and self monitoring in social situation .in study three and four the participants with higher scores for emotional intelligence displayed more cooperative responses towards partners. In five the participants with higher scores for emotional intelligence had higher scores for close and affectionate relationship. In study six the participant‘s scores for marital satisfaction were higher when they rated their marital partners higher for emotional intelligence. In study seven the participant‘s anticipated greater satisfaction in relationship with partners described as having emotional intelligence.

George and Bettenhausen (1990) in the study on social awareness also plays a key role in the service competencies, the ability to identify clients or customers often unstated needs and concerns and then match them instill strategy with meaning and resonance. Emotional are contagious, particularly when exhibited by those at top, and extremely successfully leaders display a high level of positive energy that spreads throughout the organizations. The more positive the style of a leader, the more positive, helpful and cooperative are those in the group.

Hart (1987) The intent here is to present a representative, though not exhaustive, review of some recent empirical and theoretical and literature on stress and the management of stress in occupational settings. The paper begins with a synopsis of the financial cost to the employers of unchecked excessive levels of employee stress. The next section reviews of some 19

examples of empirically-based research supporting the clinical and cost effectiveness of current occupational stress management (OSM) programs. This is followed by a discussion of recent evidence showing that the ―traditional: (corporate) approach to OSM is incomplete and insufficient. Towards the end of the article, an idealized, comprehensive, bio psychological laminations of traditional OSM programs are discussed, and it is suggested that future studies might studies might consider utilizing a multilevel- multi method ―triangulation‖ measurement approach.

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CHAPTER-III PROFILE OF THE COMPANY PROFILE OF THE CEMENT INDULSTRY Introduction Joseph aspadin an Englishman from leeds, England who invented cement in the year 1824, aspadin manufactured cement in Ruchimetary from by burning mixture of limestone and clay. It was termed ―Portland cement‖ as it resembled the ―Portland store‖ a popular limestone used for building construction in England. Another of century passed a slightly better quality of cement was produced in 1850 by another Englishman Isaac Charles Johnson. Cement production (world wide) Countries

- cement production (in millions)

China

- 36.0

Japan

- 94.8

USA

-

73.3

India

-

57.0

Russia

- 50.3

Italy

-

34.8Others 1293.0

- 622.8

(Source: the global cement report

Cement industries in India The origin of cement industry in India dates back of beginning of twentieth century. South India industries Ltd. First manufactured Portland cement in 1904 near Madras, with a capacity of 30 tones per day. However , this venture failed in October 1914 another enterprise, India cement 21

company Ltd., commissioned 100 tones per day rotary kiln of propend (Gujarat). The next couple of years saw the emergence of two new factories when plants at Kaini (M.P) &Lakher (Rajasthan) commissioned.

The first world war gave a fillip to the cement industry. In 1918, the three factories together were able to produce about 85000 tones per year. After three years many cement industries was started. Now there are nine major cement industries in the Indian market.

Types of modern cement : 1 . Portland cement blends 2 . Portland Blast furnace Cement 3. Portland Flash Cement 4 . Portland PozzolanCement 5. Portland Silica Fume Cement 6. Masontry Cements 7 Expansive cements 8 White blended cements 9 very finely ground cements Non-Portland hydraulic cements  Pozzolan-lime cements  Slag-lime cements  Super sulfated cements  Calcium sulfoaluminate cements  ―nature‖ cements 22



Environment and social impacts Cements manufacture causes environmental impacts at all stages of

the process. These include emissions of airborne of pollution in the form of dust, gases, noise and vibration when operating machinery and during blasting in quarries, and damage to country side from quarrying. Equipment to reduce dust emissions during quarrying.and separate exhaust gases are coming into increased use. Environmental protection also includes the reintegration of quarries into the countryside after they have been closed down by returning them to nature or re-cultivating them.

1 Climate Cement manufacture contributes greenhouse gases both directory through the production of carbon dioxide when calcium carbonate is heated, producing lime and carbon dioxide, and also indirectly through the use of energy, particularly if the energy is sourced from fossil fuels.

Fuels and Raw Materials: A cement plant consumes 3,000 to 6,500 MJ of fuel per tones of clinker produced, depending on the raw materials and the process used. Most cement kilns today use coal and petroleum coke as primarily fuels, and to a lesser extent natural gas and fuel oil.

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Local impacts Producing cements has significant positive and negative impacts at a local level. On the positive side, the cement industry may create employment and business opportunities for local people, particularly in remote locations in developing countries where there are few other opportunities for economic development. Negative

impacts

include

disturbance to the landscape, dust and noise, and disruption to local biodiversity from quarrying limestone( the raw material for cement)

PROFILE OF THE INDIA CEMENTS:

Sri SANGARLINGAIYER, who will always as a father figure and was a pioneer of heavy industry in the south, in the task of establishing the enterprise Sri sankaralingaiyer was ably assigned Shri. T.s narayanasami these two pioneers started the first plant at TALIYUTHU. The managing agency firm of ESSEN PRIVATE LTD,, in which Mr. Sankaralingaiyer and Mr.Narayanasami were the managing directories, managed the company.

ICL was incorporated on 21 feb 1946 and commercial production commenced in aug 1949. The technical collaborators of the company were M/S F.L SMIDTH % CO who gave their know- how, design and engineering and erection assistance. The machinery from M/S FL SMIDTH & CO arrived during the course of 1947. In the year 1949 production capacity of one lakh tone per annum.

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SANKARIDURG: This plant was commercial in the year 1963 with the initial capacity of 200000tones per year. This plant is located in a compact block on about 200 acres along with the Madras of cochin National Highway it covered three village namely, o Sankari west o Sanyasipatty o Padaveedu

The former two in SankariTaluk and the third in TiruchengodeTaluk. The factory is setup on the west side of the block while the last side is set apart from the residential colony and amenities such as Canteen, school, temple, posts & telegraph office etc,, The two areas are divided by a broad 100 feet private road leading from the highway.

COMPANY HIGHLIGHTS 1. This company is the largest producer of cement in south India. 1

The company‘s plants are well spread with three in Tamilnadu and four in Andhra Pradesh which cater to all major markets in south India and Maharastra.

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The company is the market leader with a market share of 28% in the south. It aims to achieve a 35 % market share in the near future. The company has access to huge limestone resources and plans to expand capacity by debottlenecking and optimization of existing plants as well as by equitation.

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The company has a strong distribution network with over 10,000 stock list of whom 25 % are dedicated. 25

4

The company has well established brands- Shankar super power, coromandel super power and raasi super power.

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Regional

officers

in

all

southern

states

and

Maharasthra

offices/representative in every district.

Dalvoi project The company has began construction of a green field cement plant at an eighty hectare site located in the village of Dalavoi in Trichi District south west of Madras. The plant has an annual installed capacity of 9,00,000 tones and use the try process technique. This plant started increased the capacity of the company to 3.6 million tones per annum.

ISO 9002 certification On 10th day of April 1994 ICL passed an important milestone in its relentless quest for quality. The bureau of India standards (BIS) granted ICL certification ISO 9002 in respect of the manufacture and supply of cement.

This coveted honor, which followed by stringent audits of the quality systems at Sankarnagar as well as at the corporate office and by the excellent teamwork of various other departments.

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Cement manufacturing process Cement can be manufactured in the following process 1. wet process 2. dry process semi dry process semi wet process ours is a dry process to produce OPC and PPC. Limestone is the basic raw material for producing cement. From quarry, limestone is received from tippers. When we received from quarry, the limestone is of sixes of the cube foot. The limestone crushed in the limestone crusher. The crushed limestone is size 1‖below this is conveyed by an inclined belt conveyer to the raw mill hoppers. The additives red mud and blue dust added( around 2 %) to get the required composition of killen feel slurry. The crushed limestone along with additives is ground in the raw mills along

with water to produce slurry with around 30 to 40 % moisture

content. This slurry is pumped by slurry pumps to slurry silos, compressed air is pumped to mix the slurry well.

Origin of the industry In India, Portland cement was first manufactured in the year 1904 bear Chennai, by the south India Industries Ltd, in the 30 tonners per day plant. How ever, this venture failed. In October 1914, another enterprise, Indian cement company Ltd..commissioned 100 tones per day rotary kiln at Gujarat the next couple of years saw the emergence of two new factories. The are found to be located in Madhya Pradesh .

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After the first world war in 1918, these three factories together where able to produce 85000 tones per year, on 21 feb, ICL completed its fifty years to concrete contribution to the nation building. When Sankari cement made its first appearance in the market it has grown hugely in stature and reputation in to a multifaceted organization whose activities today span cement, shipping, real estate, chemicals and trading.

Existing system in ICL The existing system carries lot of demerits associated with the manual and informal system, which would over, come by an on-line system. Computerization has number of added advantages .it enhances control through increased accuracy, consistency, netter security. Processing is mode faster, enhancing quick and easy retrieval of information. A computerized system has the capacity to handle the projected increase in volume of information over time.

Documentation and report generation will be simplified, leading to considerable savings in time and effort. Another thing is data redundancy can be prevented and human effort in key operations and calculations can be alleviated.

ICL has introduced computerization during 1986 by installing one minicomputer system with MS DOS operating system COBOL is the language used for date processing in this computer system. Subsequently they have installed another minicomputer system namely WIPRO s-830v during 1987 they have already computerized most of their business 28

application with available resources. However, most of the systems implemented a present are under batch processing mode only.

In addition to the above minicomputer system which are already available with them a lot of PC are also installed in ICL. These PC‘s are spread over various department both in administrative building & inside their plant. Recently they have setup a (LAN) by interconnecting all the PC‘s installed in the administrative building. For this purpose, a powerful fileserver in installed.

Outlook 2009-10 While the country‘s economic growth was impacted was impacted by the global economic recession, there are some positive political and economic indicators which favor an improved performance of the indian economy 2009-10. The G-20 summit‘s promise of a new world economic dawn through the offer of US $ 1.1 trillion in loans and guarantees badly affected by the global economic melt down and pledges of a heavier regulation of international finance.

The decisive mandate given by the Indian electorate to the congress party led UPA alliance which has galvanized the economic mood of the country.

The union budget proposals which have emphasized development of infrastructure through substantially higher allocations for JNNURM, Bharat 29

Nirman national highways, Railways and Housing apart from the initiative of funding PPP projects through IIFC and banks.

Signs of economic recovery are clearly visible with the six core industries led by coal and cement posting a 6% growth in June compared to 2.8% in the previous month. Performance of the day After two years of record production and capacity utilization of 105%, the company‘s performance in terms of production at its plants suffered a marginal set

Back on account of unscheduled breakdowns at some plants, plants stoppage of one of the kilns at Vishnupuram for up gradation, delay in some of the up gradation projects and restriction in power availability from the grid both in Tamilnadu and Andhra Pradesh. Cement production during 2008-09 was 91.11 lack tones while the gross turnover of the company was Rs.3954.53 crore up by 10 % against rs 3598.48 crores. The operating profit was lower at Rs. 1043.20 crores as compared to Rs.1120.13 crores while the net profit after providing for interest, depreciation and tax dipped to Rs.432.18 crores as against Rs.638.54crores in the previous fiscal

Capacity up gradation plans During the first quarter of the current fiscal the cement grinding facility for the line II at Malkapur was commissioned and the parli grinding unit at Maharashtra also started production. Work is on schedule on the up gradation of kiln at Chilamkur and also on the new line at Rajastha. The company‘s proposals to set up 2 X 50 me power plant to take care of the 30

growing power needs of company‘s Tamilnadu and Andhra Pradesh plants are also being activity pursued. The company has taken steps to obtain coal mining rights in Indonesia to meet captive requirements for cement and power generation.

INTRODUCTION AND COMMENCEMENT OF COMMERCIAL PRODUCTION India cements limited was incorporated on 21 st February 1946. The technical collaborators of the company were MIS.F.L. smidth and co,, who gave their know-how, design and engineering and erection assistance. The machinery from M/s. Smith and co,, arrived during the course of 1947 and commercial production commenced in August 1949 with an initial production capacity. The managing agency firm of Essen private Limited managed the company.

GROWTH OF ICL PLANT 1 Sankarnagar plant 2 Sankari plant 3 Chilamkur plant 4 Yerragunthla plant 5 Dalavoi plant 6 Tandur plant 7 Vishnupuram plant

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QUALITY QUEST India cement limited was the first company to obtain ISO certification in south India, stamp of which proudly imprinted on every bag, which leaves the factory.

India cement limited was also one of the first companies to export cement. In recognition of its efforts on the export front, the company was accorded the status of an ―export House‖ by the directorate general of foreign trade.

The exports have conformed to the rigid quality standards of the British standards specification of 1958, which are normally acceptable in the international market.

ISO 9002 FOR SANKAR NAGAR On 10th April 1994, India cement Limited passed an important milestone in is a relentless quest for quality. The bureau of Indian Standards (BIS) granted India cement limited Sankarnagar the license for quality Systems certificate ―ISO 9002‖ in respect of the manufacture and supply of cement.

The coveted honor, which followed stringent audits of the quality systems at sankarnagar as well as at the corporate office, was made possible the dedicated efforts of the ―ISO TASK FORCE‖ backed by excellent teamwork from all departments.

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STRENG OF ICL India cement Limited‘s distribution is based on its excellent quality, proper weight, price and timely equitable distribution of its product throughput the states of Tamil Nadu and Kerala, its core markets, India cement Limited has ensured even distribution to its stockiest and customers over a long period.

EXPORT Export of cement is another growing area, which enables many units to maintain a higher percentage of the capacity utilization when the market is faltering. In this respect many neighboring countries need to import cement for various reasons and India in good position to supply.

INDUSTRIAL RELATIONS Industrial relations continue to remain cordial. Appropriate development interventions for employees at all levels under a structure training programmed was intensified.

RESEARCH AND DEVELOPMENT The India cements Limited has commenced operations of the research and development Division, during November 99, and set up full=fledge facilities at its centre located at the company‘s Dalavoi plant.

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NAME OF THE ASSOCIATE I SUBDIARY COMPANES Associative company 1 Trishful investments limited 2 India cements capital & finance Ltd 1 Visaka cement industry Ltd 2 India cement Limited shipping Ltd 3 Soudambika finance & investments Pvt.Ltd 4 Siva sunder Finance & Investments Pvt.Ltd

Subsidiary company 1. India cement limited security Ltd 2. India cement Limited finance services Ltd 3. India cement limited International Ltd ASSOCIATE COMPANIES INDIA CEMENT LIMITED SUGARS LIMITED India cement Limited sugar Limited plant was set up in Makkavalli, Mandya district, Karnataka. The India cement Limited sugar limited sugar limited started plant scale trial crushing operations on 24th may 1999.

TRISHUL CONCRETE PRODUCTION LIMITED This company has promoted Trishul concrete products Private Limited for setting up a ready-mix concrete plant at Thirumudivakkam, Chenna. The plant wa commissioned on 16th September 1999 and markets its ready-mix concrete in the brand name of ― coromandel concrete‖.

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INDIA CEMENT LIMITED CAPITAL AND FINANCE LIMITED India cement Limited capital finance Limited were taken over during the year 1997.

INDIA CEMENT LIMITED FINANCIAL SERVICES LTD AND ICL SECURITES LTD. India cement limited securities limited (ICLS) India cement Limited financial services Limited (ICLFS) acquired from the promoters Arunasugars Finance Limited.

DIVISIONS 1. Logistic division 2. Wind mill 3. Shipping division 4. Trading division 5. Real estate and property development division ACHIEVEMENTS OF INDIA CEMENTS LIMITED 1969 : India cement limited awarded Merit certificate for outstanding export Outstanding export performance (1969-1969)

1988-89 : India cement Limited own samman award for their contribution towards central towards central excise revenue.

1992 : India cement Limited bagged ―date street journal‘s corporate excellent award and has been ranked 22w‘ in the journals golden list of 50 best companies. 35

1992 : The inspectorate of factories, govt of Tamilnadu has certified Sankari unit the rank in less manday lost due to accidents.

1993-94 :Certificate of recognition as an export house has been issued to India Cement Limitation by the directorate general of the foreign trade.

1993 :India cement Limited bags capexil special award for exports in 19921993.

1970 : India cement Limited awarded Merit certificate for outstanding export Performance (1969-1969).

1988-89 : India cement Limited own samman award for their contribution Towards central excise revenue. 1992 : India Cement Limited bagged ―data street journal‘s corporate excellent and has been 22w‘ in the golden list of 50 best companies.

1992: The inspectorate of factories, govt. of Tamilnadu has certified Sankari Unitthe rank in less manday lost due to accidents.

1993-94 : Certificateofrecognition as an export house has been issued to India Cement limited by the directorate general of the foreign trade.

1993 : India cement Limited bags Capexil special award for exports in 1992- 93. 36

1993: India cement Limited granted certificate of recognition as export house.

1994: ISO 9002 Certification for the India cement Limited sankarnagar plant

1994 : India cement Limited bags Capexil special award for exports in 1993- 94

1994: India cement limited ranked 14 (11in business world-opinion survey of India‘s most respected companies.

1994-95: India cement Limited bags an award for outstanding performance for for exports through Tuticorin port.

1994-95 : India cement Limited receives the lala Sriram National ward for Leadership In chemical industry from all India council of technical education.

1997 : India cement Limited was awarded the best occupational health services In place of employment by Indian association occupational health,Tamilnadu branch.]

37

MILESTONES 1949 : Incorporate of India cement Limited as public limited company.

1949 : Sankarnagar cement plant commenced commercial productioninstalled Installed capacity 1 lac tons annum

1956 : capacity expansion at Sankarnagar plant to 2 lac tons per annum

1959 :Second capacity expansion at Sankarnagar plant 5 lac

tons per

annum

1963 : Commission of the second plant at sankardurg-installed capacity 2 lac ton per annum

1966 : Capacity expansion at sankaridurg plant to 4 lac tons per annum

1969 :Third capacity expansion at sankarnagar plant to 9 lac tons per annum

1969 : India cement Limited awarded Merit certificate for outstanding export performance (1968-1969).

1971: Capacity expansion at Sankari durg to 6 lac tons per annum

1983: Modernization programme at Sankarnagar

1990:Conversion of Sankarnagar plants to dry process with increased capacity of 1 Million tons per annum. 38

1990 :India cement Limited diversifies into Real estate and property development.

1990 :India cement Limited acquires coromandel cement plant at Cuddappah Installed capacity increased to 2.6 million tons and becomes the larges Producer of cements in south India.

1991 : India cement Limited acquires its first Bulk carrier ICL Rajarajan 1992 :India cement Limited acquires its second Bulk carrier – ICL Jayamkondan

1992 :India cement Limited floats rights issue of equity shares of Rs 15.98 crores

1993 : India cement Limited acquires third Bulk carrier- ICL Vikraman

1993 : India cement Limited floats rights issue of Equity shares oRs. 34/74 crores.

1993 :India cement Limited bags capexil special award from exports in 1992-93

1994 : India cement Limited granted certificate of recognition as export house. 39

1994 : India cement Limited acquires its fourth Bulk carrier- India cement limited Parthiban.

1994 :ISO 9002 Certificated for the India Cement Limited Sankarnagar Plant

1994 : India cement Limited floats US$50 million GDR issue

1994 :India cement limited bags capexil special award for exports in 19931994

1995: India cement Limited begins work on the Green field cement field cement Plant at Dalavoi, Trichy district. 1995:India cement limited acquires its fifth bulk carrier –India cement 1995 India cement limited acquires its fifth bulk carrier – India

cement

Rajamahendra.

1995 : India cement Limited announces 1:1 bonus shares

1996 :India cement limited completes 50 years of concrete contribution to Nation building

1997 : India cement Limited took over the Visaka cement industry Ltd, situated at Tandur at Andhra Pradesh.

40

1998 : India cement Limited acquires the cement corporation of India plant At Yerraguntla in Andhra Pradesh.

1998 : India cement Limited acquires the Raasi cement and its subsidiaries

1999 : India cement acquires cement plant sari Vishnu cement ltd at Nalgonda District of Andhra Pradesh installed capacity 1.0 million tones.

1999 Turnover sails over the Rs 1000 crore mark

2001 India cement divests is stake in sir Vishnu cement limited. 2001 Group‘s overall capacity reaches a million tonners

2004

The company through is special purpose vehicle Miscoromandel

co ltd has commissioned a (gas based) captive power plant at Ramanathapuram for a capacity of 17.4 MW and the same has started supplying power from the month of November 200.

2005 : The company has successfully completed an equity issue in the International Market during October 2005 by issuing 25,613,796 global depositary shares At USP 4.3226 per GDS (each GDS representing under lying equity shares Is 10 each) and raised an amount of us 497.

2006 : The company has issued zero coupon convertible Bonds due 2011 (FCCBS) for us $75 million to investors outside India at an initialConversion Price of Rs. 305.57 per share. 41

2007 :The company has converted the Sankari plant from west process dry Process and commissioned the plant.

2008 :The Honble high court of judicature at madras vide its order dated 25th July 2007 sanctioned the scheme of amalgamation of Visaka cement Industry limited with the India cements Ltd.

2009 :The company has received its shipping business with the purchase of Two ships (dry bulk carries) with a total capacity of 79843dwt.

2008 :The company has successfully bid for the Chennai Franchise of the DLF IPL 20/20 Cricket tournament-―CHENNAI SUPER KINGS‖

2009 :The company has completed and commercial production of one million to Grinding plant at Parli (Maharastra).

2009 :The II line of 1.2 mt at Malkapur was commercial operations from march 2010 :ICL financial service limited (ICLFSL) ), the Company‘s wholly owned subsidiary, acquired 60.89% (including shares acquired under open offer) of equity share capital of Indo Zinc Limited (IZL). Consequently, IZL became a subsidiary of ICLFSL and ultimate subsidiary of the Company in January,2010.

42

2010 :The Corporate office of the company was shifted in February, 2010 to its own Building ―Coromandel Towers‖ at 93, Santhome High Road, Karpagam Avenue , MRC Nagar, Chennai 600 028. 2010 :The company ‗s cricket franchise ―Chennai super kings‖ has won IPL III Trophy in April 2010.

2010 :The Chilamakur plant with capacity upgraded to 4500 Tonners per day starte Functioning from tournament on 26th 2010.

2010 :The company privately placed in march,2010 2,45,94,000 equity shares at a Price of Rs.120.20 per share (including premium of Rs.110.20 per share) to qualified institutional buyers.

2011 : IS/ISO 9001:2008 Certification for Dalavoi plant in February 2011.

2011 :The company redeemed fully all the outstanding Foreign Currency Convertible Bonds for US$ 75 Million on 12th may 2011,the scheduled date. 2011 :The company‘s cricket franchise ―Chennai super kings‖ won IPL IV Trophy on 28th May 2011.

2012 :The 48 MW captive power plant at Sankarnagar was commissioned in January 2012.

43

2012

Commemorative postage stamp on the birth centenary of Sri T.S

Narayanasamy, one of the Founders of the company, was released on 11th November,2012.

2012 The company had acquired its third bulk carrier of 52489 DWT in August 2012. 2012 IS/ISO 9001: 2008 Certification of Yerraguntla Plant in April 2012.

Man power: Details about of Number of Employees in the ICL Employees :

204

Officers

:

69

Total

:

273

THE VISION The new millennium will bring with its new challenges and greater opportunities. The 21st century will most certainly see the unfolding of a period of extraordinary possibilities and incredible development bringing about more fundamentals changes in the global economy than the last 200 years. The successfully corporate will be those who equip themselves to meet the challenges and convert opportunities into winning strategies. If we are to keep place, it is imperative that we learn to successfully tread the global pathway.

In this, Journey,, clarity of vision, a readiness to cultivate a global mindset, effectiveness, clarity of vision, a readiness to cultivate a global mindset, effectiveness, a strong accent on R&D and innovation and a move 44

away from selling to innovative marketing in recognition of the fact that the customer is truly kin, are some of the strategies that will help corporate survive succeed. However, it must be remembered that it is not enough to adopt a set of values and just leave them in place. In order to move with the changing times, values and ideas must be ceaselessly reexamined so as to ensure that they are in tune with the Organization's goals. The India Cement Limited is committed contribute its might making the 21st century an "Indian Century".

HIGHLISTS OF THE MISSION AIMING HIGH ICL should be one of the largest Cement Companies in the Country. Out growth is size will be through continuous review of potentials of the existing manufacturing resources, strategic acquisitions and expansions.

CORE COMPETENCY Cement will be our mainstay. However, we shall venture into related fields, which afford purposeful synergy.

QUALITY QUEST Product quality, consistency and customer service will be pursued as an act of faith throughout the organization.

45

MODERN MINDSET In an environment, which is intensively competitive, ICL shall be futuristic in outlook and effective in management.

PURSUIT OF EXCELLENCE The growing size of our business permits ICL to have an R & D set up of our own. ICL shall continuously challenge methods, systems, operating parameters. ICL shall constantly review our manufacturing systems to upgrade quality and value of products.

HUMAN RESOURCES

1. People are our valuable Assets 2. Our HRD systems will be totally proactive and tuned to provide excellent innovation and participation. 3. Work environment must enhance performance and team effort Every employee can contribute and will be listened to giving him a sense of pride. 4. Development of individual's skills to perform their existing jobs and also their future Jobs.

COMMUNITY WELFARE As the organization grows, as a good Corporate Citizen, ICL shall be sensitive to be welfare and development needs of the Society around us.

46

Future Outlooks The Cement industry has been least affected by the global economic melt down so far and has been witnessing a healthy growth in cement demand. With the increased focus of the Union budget on infrastructural development and housing, the country is expected to clocks a GDP growth of 7 to 8% which augurs well for the cement industry. The increased capacity additions in the South over the last 15 months have been absorbed by the market helping to keep the prices firm.

The Company will continue to take necessary steps to retain its competitive edge to meet the requirements of the market. With the Company's foray into the cement market in Rajasthan, Madhya Pradesh and Gujarat the medium term prospects augur well for the company as a market leader in the South and an active player in the North. On behalf of the Company I would like to acknowledge with gratitude the help and

co-operation received by us from the Central

Government, the Governments of Tamil Nadu and Andhra Pradesh, the Financial Institutions and our bankers. I wish to commend the Management Team and the employees of the Company for their dedicated Endeavour's during the year.

47

CHAPTER IV ANALYSIS AND INTERPRETATION OF DATA 3.1 PERCENTAGE ANALYSIS TABLE NO. 1 DISTRIBUTION OF SAMPLE RESPONDENT FOR QUALIFICATION

Factors

No of Respondents

Percentage

Hsc

33

53%

Degree

18

18%

PG Degree

12

12%

Professional

7

7%

Others

10

10%

Total

100

100 %

Source: primary data The above table shows that 53% of respondents are HSC and above 18% of the respondents are Degree 12% of the respondent's are PG degree 10% of the respondents are others and 7% of the respondents are professional with their education Qualification. Hence most of the respondent comes under the HSC.

48

CHART NO. 1 SATISFACTION LEVEL FOR QUALIFICATION DISTRIBUTION OF SAMPLE RESPONDENT FOR QUALIFICATION

60%

53%

50% 40% PERCENTAGE 30% 18%

20%

12% 7%

10%

10%

0% Hsc

Degree

PG Degree Professional Others FACTORS

49

TABLE NO. 2 DISTRIBUTION OF SAMPLE RESPONDENT FOR DESIGNATION

Factors

No of Respondents

Percentage

High Level

4

4%

Middle Level

56

56%

Lower Level

40

40%

Total

100

100%

Source: primary data The above table shows that 56% of the respondents are Middle Level. 40% of the respondents are Lower Level 4% of the respondents are High Level with their designation. Majority of the respondent comes under the middle level stage.

50

CHART NO. 2 DISTRIBUTION OF SAMPLE RESPONDENT FOR DESIGNATION

120%

PERCENTAGE

100% 80% 60% 40% 20% 0% High Level

Middle Level

Lower Level

SATISFACTION LEVEL

51

Total

TABLE NO. 3 DISTRIBUTION OF SAMPLE RESPONDENT FOR WORK EXPERIENCE

Factors

No of Respondents

Percentage

Below 1 Year

0

0%

1 – 3 years

6

6%

3-5 years

3

3%

5-7 years

14

14%

Above 7 years

77

77%

Total

100

100%

Source: primary data The above table shows that 77% of the respondents are 7 and above 14% of the respondents are 5 to 7 years, 6% of the respondents are 1 to 3 years, 3% of the respondents are 3 to 5 years with their work experience Majority of the respondent comes under the above 7years work experience.

52

CHART NO. 3 SATISFACTION LEVEL FOR WORK EXPERIENCE

90% 80% PERCENTAGE

70% 60% 50% 40% 30% 20% 10% 0% Below 1 Year

1 – 3 years

3-5 years

SATISFACTION LEVEL

53

5-7 years

Above 7 years

TABLE NO. 4 DISTRIBUTION OF SAMPLE RESPONDENT FOR PHYSIOLOGICAL SYMPTOMS

Factors

No of Respondents

Percentage

Nervous

1

1%

Tiredness

47

47%

Headaches

9

9%

Muscle tension

6

6%

Breathlessness

37

37%

Total

100

100%

Source: primary data The above table shows that 47% of the respondents are Tiredness and 37% of the respondents are Breathlessness and 9% of the respondents are Headaches and 6% of the respondents are Muscle tension with their Physiological Symptoms. Hence the majority of the respondent comes under the tiredness problem.

54

CHART NO.4

SATISFACTION LEVEL FOR PHYSIOLOGICAL SYMPTOMS

1%

37% 47%

6% 9%

55

TABLE NO. 5

THE RELATIONSHIP BETWEEN EMPLOYER AND EMPLOYEES

Factors

No of Respondents

Percentage

Excellent

52

52%

Good

17

17%

Satisfactory

23

23%

Un — Satisfactory

8

8%

Total

100

100%

Source: primary data The above tables shows respondents are Excellent and 23% of the respondents are Satisfactory are 17% of the respondents are Good and 8% of the respondents are with their Employer and employee relationship. Majority respondent comes under the excellent relationship with their employer.

56

CHART NO. 5

SATISFACTION LEVEL FOR EMPLOYER AND EMPLOYEES

8%

23%

52%

17%

57

TABLE NO. 6 DISTRIBUTION OF SAMPLE RESPONDENTS FOR AGE AND RELATIONSHIP WITH PHYSIOLOGICAL SYMPTOMS (TWO-WAY TABLE)

Age/ S No

Physiological

Nervous

Tirednes Headach Muscle Breat

Symptoms

s

es

Tension

h.

Total

1

Below 20 Yens

-

1

-

-

1

2

2

20 to 30 Yours

-

3

-

-

-

3

3

30 to 40Yeus

-

10

2

2

16

30

4

40 to 50 Yours

-

17

3

3

9

32

5

Above 50 Yours

1

16

4

1

11

33

1

47

9

6

37

100

Total

Breath.,= Breathlessness Source: Primary Data The above table show that 95% of sample respondent comes in the age group of above 30 yews. Out of 100 samples respondent 47 respondent feel about the Physiological symptoms of the employees is tiredness. A table found that only 5 employees fall the age group up to 30 years.

58

CHART NO.6 DISTRIBUTION OF SAMPLE RESPONDENTS FOR AGE AND RELATIONSHIP WITH PHYSIOLOGICAL SYMPTOMS (TWO-WAY TABLE)

100 90 80 70 60 50

1 2

40

3 30

4 5

20

Total 10 0

59

TABLE NO. 7 DISTRIBUTION OF SAMPLE RESPONDENTS FOR DESIGNATION AND RELATIONSHIP WITH PHYSIOLOGICAL SYMPTOMS.

Qualificatio S No.

n/ Physiologica

Nervou Tirednes Headach Muscle

l

s

s

es

Tension

Breath Total

Symptoms 1

HSC

-

25

6

3

19

53

2

Degree

1

5

-

1

11

18

3

PG Degree

-

9

-

1

2

12

4

Professional

-

5

-

-

2

7

5

Others

-

3

3

1

3

10

1

47

9

37

100

Total

Breath., =Breathlessness Source: Primary Data The above table shows that 83% sample respondent comes under the qualification of HSC, DEGREE AND PG DEGREE. Out of 100 samples respondent 47 employees feel about the physiological symptoms of the respondent is tiredness. Hence it has been clearly understood that majority of HSC, AND PGDEGREE

qualification

respondent

physiological symptoms. 60

having

tiredness

as

there

CHART NO.7 DISTRIBUTION OF SAMPLE RESPONDENTS FOR DESIGNATION AND RELATIONSHIP WITH PHYSIOLOGICAL SYMPTOMS

100%

90%

80%

70% Total 60%

Breath Muscle Tension

50%

Headaches Tiredness

40%

Nervous Qualification/

30%

20%

10%

0% 1

2

3

4

61

5

Total

TABLE NO. 8 DISTRIBUTION OF SAMPLE RESPONDENTS FOR DESIGNATION AND RELATIONSHIP WITH PHYSIOLOGICAL SYMPTOMS.

Designation/ S No. Physiological Nervous Symptoms

Tirednes Headache s

s

Muscle Tensio n

Breat h

Total

1

High Level

-

1

1

-

2

4

2

Middle Level

1

31

4

3

17

56

3

Lower Level

-

15

4

13

19

40

Total

1

47

9

6

37

100

Breath.,=Breathlessness Source: Primary Data From the above table show that 96% of the sample respondent comes in the middle level and lower level group. Out of 100 ample respondents, 42 respondents feel about the tiredness with their physiological symptoms of employees. A table funnels that only employees fall the High level group. Hence it has been clearly understood majority of middle level and lower level employee having tiredness with their physiological symptoms.

62

CHART NO.8 DISTRIBUTION OF SAMPLE RESPONDENTS FOR DESIGNATION AND RELATIONSHIP WITH PHYSIOLOGICAL SYMPTOMS

Total

Breath

Muscle Tension

1

Headaches

2 3

Tiredness

Total

Nervous

Designation/

0

50

100

63

150

200

TABLE NO. 9 DISTRIBUTION OF SAMPLE RESPONDENTS FOR WORK EXPERIENCE AND RELATIONSHIP WITH PHYSIOLOGICAL SYMPTOMS. Work S

Experience/

No.

Physiological

Nervou Tirednes Headache

Muscle

Breath

s

s

s

Tension

.

Total

Symptoms 1

Below 1 years

-

2

2

1

1

6

2

1 to 3 Years

-

2

2

-

2

6

3

3 to 5 Years

-

3

-

~

4

5 to 7 Years

-

5

-

1

8

14

5

Above 7 Years

1

35

5

4

26

71

1

47

9

6

37

100

Total

3

Breath.,=Breathlessness Source; Primary Data The above table high lights 85% of the respondent comes under the 5 to 7 years out of 100 sample respondent, 47 and 37 respondent feel about the tiredness and Breathlessness problem. A table found only 15 employees fall the work experience group up to 1 to 5 years.

64

CHART NO.9 DISTRIBUTION OF SAMPLE RESPONDENTS FOR WORK EXPERIENCE AND RELATONSHIP WITH PHYSIOLOGICAL SYMPTOMS.

100% 90% ,3

80% ,6

,6

, 14

70%

, 71

, 100

,0 60% 50%

,1

,2

40%

,1

,0

,8

, 26 , 37

,2

30%

,0

,2

,, 1 0

20%

,4 ,5

,2 ,2

10% 0%

,3

,0

,0

,0 ,1

,0

,3

,5 ,0

,2

,6 ,9

, 35 , 47

,4 1 ,0 ,5

65

,1 0

TABLE NO. 10 DISTRIBUTION OF SAMPLE RESPONDENTS FOR MONTHLY INCOME AND RELATIONSHIP WITH PHYSIOLOGICAL SYMPTOMS Your Monthly S No.

Income/

Nervou Tirednes Headache

Muscle Tensio Breath

Total

s

s

s

-

1

-

1

2

4

1

36

6

4

23

70

-

3

2

-

8

13

-

6

1

1

2

10

24,000 Above 24,000

-

1

-

-

2

3

Total

1

47

9

6

37

100

Physiological

n

Symptoms Less than

I

6,000 6,000 to

2

12,000 12,000 to

3

18,000 18,000 to

4 5

Breath.,=Breathlessness Source: Primary Data The above table indicates that as 70% of respondent earned 6000 to 12,000.13% of respondent earned up to 12,000-10,000 as there monthly income and 10% of the respondent earned up to 18,000 to 24,000 out of 100 sample respondent 47 respondent feel about the physiological symptoms is Tiredness. 66

CHART NO.10 DISTRIBUTION OF SAMPLE RESPONDENTS FOR MONTHLY INCOME AND RELATIONSHIP WITH PHYSIOLOGICAL SYMPTOMS

200

180

160

140 Total 120

Breath Muscle Tension

100

Headaches Tiredness

80

Nervous Your Monthly

60

40

20

0 I

2

3

67

4

5

Total

TABLE NO. 11 DISTRIBUTION OF SAMPLE RESPONDENTS FOR AGE AND RELATIONSHIP WITH EMPLOYER AND EMPLOYEES

Age with S NO

Employers and Employees

Excellent Good

Satisfaction s

Relationship

UnSatisfaction Total s

1

Below 20 Years

2

-

-

-

2

2

20 to 30 Years

1

-

2

-

3

3

30 to 40 Years

15

7

6

2

30

4

40 to 50 Years

16

5

7

4

32

5

Above 50 Years

18

5

8

2

33

52

17

23

8

100

Total

Source: Primary Data From the above table clearly shows that 95% of sample respondent comes in the age group of above 30 years. Out of 100 sample respondent, 52 respondent feel about the relationship with the employers is excellent. A table found that only 5 employees fall the age group up to 30 years.

68

CHART NO.11 DISTRIBUTION OF SAMPLE RESPONDENTS FOR AGE AN RELATIONSHIP WITH EMPLOYER AND EMPLOYEES

100% 90% 80% 70% Total 60%

Un-Satisfactions Satisfactions

50%

Good Excellent

40%

Age with Employers 30% 20% 10% 0% 1

2

3

4

69

5

Total

TABLE NO .12 DISTRIBUTION OF SIMPLE RESPONDENTS FOR QUALIFICATION AND RELATIONSHIP WITH EMPLOYER AND EMPLOYEES Qualification with S No. Employers and Excellent Good Employees

Satisfaction s

UnSatisfaction Total s

Relationship 1

Hsc

32

8

8

5

53

2

Degree

8

6

4

-

18

3

PG Degree

7

-

3

2

12

4

Professional

3

3

1

-

7

5

Others

2

-

7

1

10

52

17

23

8

100

Total

Source; Primary Data The above table states that 83% of sample respondent come in the HSC, Degree, PG Degree. Out of 100 samples respondent 52 respondent feel about the relationship with the employers is excellent. A table found that only 17 employers fall the Qualification of professional and other.

70

CHART NO.12 DISTRIBUTION OF SIMPLE RESPONDENTS FOR QUALIFICATION AND RELATIONSHIP WITH EMPLOYER AND EMPLOYEES

200 180 160 140 120 100 80 60 40 20 0 1

2

3

4

5

Total

Total Un- Satisfactions Satisfactions Good Excellent Qualification with Employers and Employees Relationship

71

TABLE NO.13 DISTRIBUTION OF SAMPLE RESPONDENTS FOR DESIGNATION AND RELATIONSHIP WITH EMPLOYER AND EMPLOYEES Designation with S No

Employers and

Excellent Good

Satisfaction

Un-

s

Satisfactions

Total

Employees Relationship 1

High Level

1

1

1

1

4

2

Middle Level

30

8

14

4

56

3

Lower Level

21

8

8

3

40

Total

52

17

23

8

100

Source: Primary Data From the above table show that 96% of sample respondent comes under the middle level and lower level. Out of 100 respondents, 52 respondent feel about the relationship with the employer is excellent. A table found that only 4 employees fall the denigration of high level.

72

CHART NO.13 DISTRIBUTION OF SAMPLE RESPONDENTS FOR DESIGNATION AND RELATIONSHIP WITH EMPLOYER AND EMPLOYEES

Total Un- Satisfactions Satisfactions Good Excellent Qualification with Employers and Employees Relationship

100

8 23

53

17 5 8 8 32 0 1

18 0 4 6 8 0

12 2 3 0 7 0

2

3

52 10 7 0 2 0

7 0 1 3 3 0 4

5 1

73

Total

TABLE NO.14 DISTRIBUTION OF SAMPLE RESPONDENTS FOR WORK EXPERIENCE AND RELATIONSHIP WITH EMPLOYER AND EMPLOYEES

Work Experience S No

with Employers and Employees

Excellent Good

Satisfaction

Un-

s

Satisfactions

Total

Relationship 1

Below 1 Years

2

-

2

1 to 3 years

4

2

3

3 to 5 Years

-

4

5 to 7 Years

5

Above 7 Years Total

1

6

-

-

6

-

3

-

3

8

5

1

-

14

38

10

16

7

71

52

17

23

8

100

Source: Primary Data The above table shows that 85% of respondent comes under the 5 to 7 years. Out of 100 samples respondent 52 respondent feel about the relationship with the employers is excellent. A table found that only 15 employees fall the work experience group of up to 1 to 5 years.Hence majority of work exprence group is above 7 years and majority of the respondent having excellent relationship with their employers

74

CHART NO.14 DISTRIBUTION OF SAMPLE RESPONDENTS FOR WORK EXPERIENCE AND RELATIONSHIP WITH EMPLOYER AND EMPLOYEES

200 180 160 140 120 100 80 60 40 20 0

Total 5 4 3 2 1

75

TABLE NO.15 DISTRIBUTION OF SAMPLE RESPONDENTS FOR MONTHLY INCOME AND RELATIONSHIP WITH EMPLOYER AND EMPLOYEES Your Monthly Income with S No.

Employers and Excellent Good

Satisfaction s

Employees

UnSatisfaction Total s

Relationship 1

Less than 6,000

2

1

1

4

2

6,000 to 12,000

36

n

18

5

70

3

12,000 to 18,000

5

4

2

2

13

4

18,000 to 24,000

7

2

1

-

10

5

Above 24,000

2

-

1

-

3

Total

52

17

23

8

100

Source: Primary Data From the above table shows that 70% of employees earned 6,000 to 12,000. Out of 100 respondent 52 respondent feel about the relationship with the employers is excellent. Hence it has been clearly understand the majority of employers per-month income is 6,000 to 12,000 and majority of the having excellent relationship with their employers.

76

CHART NO.15 DISTRIBUTION OF SAMPLE RESPONDENTS FOR MONTHLY INCOME AND RELATIONSHIP WITH EMPLOYER AND EMPLOYEES

250

200

Total Un-

150

Satisfactions Good

100

Excellent 50

Your Monthly Income with Employers and

0 1

2

3

4

77

5

Total

CHAPTER-V SUMMARY OF FINDINGS, SUGGESTION AND CONCLUSION

4.1 FINDINGS  Hence most of the respondent comes under the HSC.  Majority of the respondent comes under the middle level stage.  Majority of the respondent comes under the above 7years work experience.  Hence the majority of the respondent comes under the tiredness problem.  Majority of the respondent comes under the excellent relationship with their employer.  Hence majority of age group is above 30 years and majority of the age group having tiredness as there physiological symptoms  Hence it has been clearly understood that majority of HSC.AND PGDEGREE qualification respondent having tiredness as there physiological symptoms.  Hence it has been clearly under stood majority of middle level and lower level employee having tiredness with their physiological symptoms.  Hence clearly understand of majority of employees earned there monthly Income 6,000 to 12,000 and majority of the employees having Tiredness with their physiological symptoms.  Hence majority of age group is above 30 years and majority of the age group having excellent relationship with their employers. 78

 Hence clearly understand of majority of employees earned there monthly Income 6,000 to 12,000 and majority of the employees having Tiredness with their physiological symptoms  Hence majority of qualification of employees is HSC, DEGREE AND PG DEGREE and majority of the qualification group having excellent relationship with their employer  Hence it has been clearly understand that majority of designation group is middle level and majority of the designation group having excellent relationship with their employers.  Hence majority of work experience group is above 7 years and majority of the respondent having.  Excellent relationship with their employers.  Hence it has been clearly understand the majority of employers permonth income is 6,000 to 12,000

and majority of the having

excellent relationship with their employers.

79

4.2 SUGGESTIONS:-

 The employees are suffering from tiredness. this shows the impact of stress on their health.  Enough safety measures should be given in the period.  Employees should not be forced to finish the target they should be given extra to the show performing works.  Medical checkup should be given frequently.  The organization may arrange for cultural and festival celebrations for the employees which relieve the employees stress and provide a free hand working environment within the industrial region.  If the management creates positive images and counseling. It will reduce the stress and also increase confidence in wording environment  The company should set realistic academic and personal priorities periodically the company should not overload the employees with unimportant tasks.

80

4.3 CONCLUSION:

The Project work titled A STUDY ON EMPLOYEES STRESS OF INDIA CEMENTS LTD", SANKARI WEST, is great blessing to the nation. We can say with sincere passion. Multifarious facilities monumental growth marvelous production. Variegated. The employee stress is the mental feeling of favorableness. Now a days employees stress play in important role than waged and salaries paid, the data are analyzed using statistical tools and findings and suggestions are given to the organization to reducing employees stress.

81

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84

personnel

APPENDIX "A STUDY ON EMPLOYEES STRESS OF INDIA CEMENTS LTD", SANKARl WEST QUESTIONNAIRE 1.

Age of the Respondents a. Below 30 yrs [ ] b. 30-40 yrs [ ] c. Above 40 yrs [ ]

2.

Experience of the Respondents a. Below 10 yrs [ ] b. Above 10 yrs [ ]

3.

Qualification of the Respondents a.Upto SSLC [ ] b.HSC c. Graduate [ ] d. Diploma

[ ] [ ]

4.

Designation of the Employee a. High Level [ ] b. Middle Level [ ] c. Low Level [ ]

5.

Work Experience of the Sample a. Below l year [ ] b. 1-3 Year c.3-5Year [ ] d.5-7 Year e. above 7 Years [ ]

6.

[ ] [ ]

Do you face Physiological Symptoms at Work a. Yes [ ] b. No [ ] If Yes, a. Nervous [ ] b. Tiredness c. Headaches [ ] d. Muscle Tension e. Breathlessness [ ]

7.

Relationship between Employer and Employees a. Excellent [ ] b. Good [ ] c. Satisfactory [ ] d. Unsatisfactory [ ]

8.

Do you suffer from difficulty in sleeping? a. Not at all [ ] b. Sometimes [ ] c. Often [ ] 85

[] []

9.

10.

11.

Do you find difficulty in concentration? a. Not at all [ ] b. Sometimes [

]

c. Often [

]

Do you get anger soon? a. Not at all [ ] b. Sometimes

]

c. Often [

]

Do you find any negative thinking about your job? a. Not at all [ ] b. Sometimes [ ] c. Often [

]

[

12.

Do you find time to have hobbies and leisure time with family? a. Not at all [ ] b. Sometimes [ ] c. Often [ ]

13.

When Conflict arises at the work place do you tend to over react? a. Not at all [ ] b. Sometimes [ ] c. Often [ ]

14.

Do you have smooth relationship with the co-workers? a. Not at all [ ] b. Sometimes [ ] c. Often [

15.

Are you satisfied with your monthly income? a. Yes [ ] b. No [ ]

86

]