employee satisfaction survey tata steel
Short Description
this is the survey done in tata growth shop on employee satisfaction level 2009.you will come to know about the problems...
Description
CONT ACT : Tata Steel Growth Shop(Design cell) 3rd Floor, Commercial Center TATA STEEL LIMITED Jamshedpur 831001,Jharkhand,India Tel:+91-657-2426950/2432162 Fax:+91-657-2431917
Works Tata Steel Growth shop Adityapur complex, P.O. Gamharia, Jharkhand 832108,India Tel:+91-657-6511388/2387512
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EMPL OYEE S ATISF ACTION SUR VEY 2009 FOR T
ATA STEEL GR OWTH SHOP J
AMSHEDPUR
BY
:
P AR VEEN SI NGH TEL : +919958598663
GREA
TER NOID A
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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.
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ACKNOWLED GE MENT 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.
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EXECUTIVE SUMMAR
Y
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 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 Shop 2. Fabrication & Welding 3. Assembly 4. Maintenance 5. Quality Assurance 6. Security 7. Stores 8. Accounts 9. 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 wise 3. Work Experience wise 4. As a whole
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Recommendations and suggestions have been given on the basis of findings and analysis
CONTENTS Intr oduction
of Tata S teel Intr oduction of TGS Intr oduction of Pr oject T opi c Ob ject iv e of T he Pr oject Scope & Li mi ta tions Def init ion of Resear ch Ob ject iv e of T he Study Resear ch De si gn Samp le D es ign Co llec tion of Data Find ings & Anal ysi s Find ings : Quant it ati ve : Qua li ta ti ve Anal ys is : Di men sion W ise : Depar tment W ise : Wor k Experi ence W ise : Ov er al l Conc lu si on Reco mmenda tions Bi bl io g r aph y
A ppendix Information Regarding Calculations
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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. 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.
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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. 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.
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STR ATEG IC G OALS
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
HUM AN RE SO UR CE POL IC Y 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. 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.
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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 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
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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, Ferrochrome 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. 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.
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PR ODUC TS
Tata Steel’ s J amshedpu r W or ks pr oduces hot and cold r olled coils and sheet s, galvaniz ed sheet s, tubes, wir e r ods, constr uction rebar’ s and bearings. I n an a ttemp t to 'discommodi ties' steel, T ata Steel has intr oduced br ands lik e T ata Steelium (the w or ld' s fir st br anded Cold R olled Steel), T ata S haktee (Galvaniz ed Cor r uga ted Sheets), T ata Tiscon (r e-bar s), T ata Bearings, T ata Ag rico (hand tools and implements), T ata W ir on (galvaniz ed wir e pr oducts), T ata Pipes (pipes f or constr uc tion) and T ata Str uctur a (contempor ar y const r uction ma terial).A pa r t fr om these pr oduct br ands, the company also has in its f olds a ser vice br and called “steeljunc tion”. Cor us’ main oper ating division s comprise Strip Pr oducts, Long Pr oducts and Distribu tion & Building System s Divi sion. T he Na t Steel g roup pr oduces constr uc tion g rade steel suc h as rebar’ s, ‘cut- and-bend’ ca ges f or constr uc tion, mesh, pr eca ge bor e pile, PC wir es and PC str and. Tata Steel T hailand pr oduces r ound bar s and def or med bar s f or the const r uction indust r y.
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COR PO RATE S UST AIN AB IL ITY 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.
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AWARD S AND R EC OGNI TI ONS •
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.
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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 USIndian Business Council (USIBC), Population Services International (PSI) and the center for Strategic and International Studies (CSIS) in 2007.
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•
•
• •
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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.
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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.
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ORGA NIZA TIO N ST RUCT UR E
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VAL UE D CUST OME RS OF TGS
Sector
Product
Customer
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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 NALCO
Aluminum
Aluminum Plant Equipment & Spares
BALCO HINDALCO
ISRO
Equipment for 2nd Launch MECON Pad NICCO
Oil & Natural Gas
Pressure vessels
Engineers India Ltd. IOCL, Haldia
Thermal Power Nuclear Power
EOT Cranes for Power Plant
BHEL, Trichy / Delhi
EOT Cranes equipment
NPCIL, Mumbai
Equipment for Non Reactor Zone
BARC, Mumbai
Radial Gates, Flap Gates, etc
Jai Prakash Industries
Draft tubes, Extra large
Tehri hydro power ltd. 19
Exports
Middle East
Europe UK
Australia
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
Chock, Rolls, Equipment
Thyssen Steel, EUROPE
Crusher components
Nordberg, EUROPE
Steel Plant Equipment & Spares
VAI, UK
Roof Bolts, Crusher parts
Mining Sector, Australia
Chocks, Rolls, etc.
Steel Sector, Australia
Crust Breakers, Scoops, Collector bars, Rolls, etc.
Aluminum Sector, Australia
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PR ODUC TS INDU STR IA L E QU IP MENTS
F OR 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
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Door Extractor
FO R 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 22
F OR WIDE AND ROD
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
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FO R 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)
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FO R 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
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VARIOU S D EPAR TMENTS OF T GS ASSE MBL Y
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
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FAB RI CATIO N AN D WELD IN G 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
Capacity
No. 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 Machine
Angle 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 Manipulators
75 Up to 10 t
5
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GEAR MANUF
ACTURING
The Growth Shop is equipped to design and manufacture custom-built gearboxes. 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
Spur Gears
Single and Double Helical Gears
Maximum Size Outside Dia (mm)
Width of Face (mm)
Module
3000
450
40
3000
- 375 - 324 - 253 325 on each side
19 17 14 17
3000
Internal Gears
2800
200 245
12 10
Spiral bevel gears
630 ratio 1:5 450 ratio 1:1
95
11
Tooth flank grinding
1200
450
30
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HEA
T TRE ATMENT
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
Stress Relieving Furnace
600 MM DIA X 2200 MM HEIGHT
1
1200 MM DIA X 1000 MM HEIGHT
1
4500 MM X 3280 MM X 1500 MM
1
880 MM DIA X 1500 MM HEIGHT
2
800 MM DIA
1
Hardening Machines Spin Hardening Machine Vertical Flame Hardening Machine Horizontal Flame Hardening Machine
1 1200 MM DIA X 6000 MM LONG
1
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HORIZONT
AL 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
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CNC Horizontal Boring Machine
CNC Poreba Horizontal Boring Machine
Horizontal Boring Machines
Pama CNC Horizontal Boring Machine
L ATHE No. of Lathe
46
Swing Over (mm)
max 4500
min 255
Bed Length (mm)
max 8000
min 250
Modular Lathe
Ejector Drilling Machine
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Dinichi CNC Lathe
Long bed high capacity Skoda Lathe
M ACH INI NG
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.
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M ILL IN G No of Machines
10
Max. Size (mm)
2800x2500x9000
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Conventional Plano Miller
WMW CNC Plano Milling Machine
Q UAL ITY A SSU RAN CE 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 34
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
PMM 302016
3000X2000X1600
28+L/300 MICRONS
100 TIMES MAGNIFICATION
2 MICRON
1
3D COORDINATE MEASURING MACHINE
LEITZ
2
OPTICAL PROFILE PROJECTOR (550 MM SCREEN)
BATY
3
OPTICAL MICRO ALIGNMENT TELESCOPE
TAYLER HOBSON
4
SWEEP OPTICAL SQUARE
TAYLER HOBSON
5
SURFACE ROUGHNESS TESTER
TAYLOR HOBSON MITITOYO
6
LASER MEASURING SYSTEM
7
SLIP GAUGE CALIBRATOR
MIKRONIX
0.5 TO 175 MM
0.01 MICRON
8
DIGITAL HEIGHT GAUGE
MITITOYO
1000 MM
1 MICRON
20 MICRON
SURTRONIC 3P
LMS 2000
0.1 MICRON
OBJECT IVE OF T HE STU DY 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.
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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 demotivating factors and suggest ways to remove them, so that the employees are provided with a decent as well as satisfactory working condition.
EMPL OYEE S ATISF ACTI ON 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.
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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.
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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.
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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.
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FACT ORS IN FL UEN CI NG EMP LOYEE SATISF ACTI ON Several factors influence employee satisfaction. Each factor with the others, and Collectively all factors contribute to employee satisfaction.
interacts
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LIM ITATI ON S O F THE STU DY
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.
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RESEA RCH MET HO DOL OGY 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 demotivating factors and suggest ways to remove them, so that the employees are provided with a decent as well as satisfactory working condition.
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RESEARCH DESIGN 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.
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COLLECTION OF DATA 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 oralverbal stimuli and reply in the terms of oral-verbal response. This can 44
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 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
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QUALIT ATIVE FINDINGS OF THE STUD
Y
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 46
Lack of recognition of work Lack of motivation Improper union management Maintenance problem in plant (leakage of the shed during rainy season).
WOR K E XPER IE NCE WISE 0-10 YEARS OF EXPERIENCE 0-10 years of experience
5%
3%
11% very low
35%
low fair high very high 46%
11-20 YEARS OF EXPERIENCE
47
11-20 years of experience
7%
4% 18% very low
34%
low fair high very high 37%
21-30 YEARS OF EXPERIENCE 21-30 years of experience
5%
7% 18%
26%
very low low fair high very high 44%
31-40 YEARS OF EXPERIENCE
48
31-40 years of experience
4%
14%
15% very low low fair high
29%
very high 38%
DEP AR TMENT WISE • ASSEMBL Y\ WORKERS
14%
1%
7% very low low fair 33%
high very high
45%
49
SUPERVISORS
5%
2% 24%
27%
very low low fair high very high 42%
STRE NG TH & WE EK NESS (ON THE BASIS OF DIMENSIONS) ASSEMBLY
STRENGTH 1. THE COMPANY 2. WORK DISCIPLINE 3. WORK ENVIROMENT 4. GOALS 50
5. JOB WEAKNESS 1. DECISION MAKING 2. REWARDS & RECOGNITIONS 3. LEADERSHIP & MANAGEMENT 4. COMMUNICATION
• MA CHIN E S HOP WORKERS
11%
13%
19%
18%
very low low fair high very high
39%
51
SUPERVISORS
4%
17%
3% 31%
very low low fair high very high
45%
MACHINE SHOP STRENGTH 1. GOALS 2. THE COMPANY WEAKNESS 1. REWARDS & RECOGNITIONS 52
2. TRAINING & DEVELOPMENT 3. COMMUNICATION
FABRICA TION AND WELDING WORKERS
1% 4%
17% very low
44%
low fair high very high 34%
53
SUPERVISORS
4%
2%
6% very low
36%
low fair high 52%
very high
FABRICATION & WELDING
STRENGTH 1. THE COMPANY 2. THE JOB
WEAKNESS 54
1. DECISION MAKING 2. REWARDS & RECOGNITIONS 3. GOALS 4. WORK DISCIPLINE WORKERS ARE MORE DISSATISFIED AS COMPARED TO SUPERVISORS
• MAINTEN ANCE
55
WORKERS
5%
7%
22%
22%
very low low fair high very high
44%
SUPERVISORS
1% 1%
23%
31%
very low low fair high very high 44%
MAINTENANCE
56
STRENGTH 1. COMMUNICATION 2. GOALS 3. WORK ENVIROMENT WEAKNESS 1. REWARDS & RECOGNITIONS 2. TRAINING & DEVELOPMENT WORKERS & SUPERVISORS BOTH ARE DISSATISFIED.
• QU ALITY ASSURANCE 57
SUPERVISORS
7%
2%
17% very low low fair high
37% 37%
very high
• ST ORES SUPERVISORS
5% 0%
8% very low
28%
low fair high very high 59%
58
STRENGTHS 1. TRAINING & DEVELOPMENT 2. REWARDS & RECOGNITIONS WEAKNESS 1. DECISION MAKING 2. LEADERSHIP & MANAGEMENT 3. COMMUNICATION EMPLOYEES ARE MORE DISSATISFIE
SECURITY 59
WORKERS
9%
0%
12% very low low fair high
39%
40%
very high
SUPERVISORS
0% 5%
6%
29%
very low low fair high very high 60%
SECURITY
60
WEAKNESS 1. WORK DISCIPLINE 2. GOALS 3. LEADERSHIP & MANAGEMENT STRENGTHS 1. COMMUNICATION 2. THE COMPANY 3. TRAINING & DEVELOPMENT
SUPERVISORS ARE MORE SATISFIED AS COMPARED TO WORKERS
61
• ACCOUNTS SUPERVISORS
4% 0% 17% 41%
very low low fair high very high
38%
• HUMAN RESOUR CE A ND INDUSTRIAL RELA TIONS SUPERVISORS
1% 4%
15% very low
46%
low fair high 34%
very high
62
ACCOUNTS
STRENGTH 1. THE JOB 2. GOALS WEAKNESS 1. TRAINING & DEVELOPMENT 2. WORK DISCIPLINE 3. DECISION MAKING IN THE ACCOUNTS DEPARTMENT SATISFACTION LEVEL IS LESS
63
HR/IR STRENGTHS 1. THE COMPANY 2. TRAINING & DEVELOPMENT 3. WORK ENVIROMENT WEAKNESS 1. COMMUNICATION 2. WORK DISCIPLINE 3. LEADERSHIP & MANAGEMENT
64
• GO ALS
DIMENSION WISE SUPERVISORS
0% 15%
4% very low 40%
low fair high very high
41%
WORKERS
12%
3%
11% very low low fair
36%
high 38%
very high
65
• JOB WORKERS
2%
11%
11% very low low fair high
38%
38%
very high
SUPERVISORS
4%
4%
7% very low low fair
44%
high 41%
very high
66
• WORK ENVIR ONMENT WORKERS 10%
5%
11% very low low fair high
35%
very high 39%
67
SUPERVISORS 11%
4%
11% very low low fair high
33%
very high 41%
• COMMUNICA TIO N WORKERS 13%
5% 19% very low low fair high
25%
very high 38%
68
SUPERVISORS 0% 4% 26%
19% very low low fair high very high
51%
• LEADERSHIP AND MAN
AGEMENT
69
WORKERS 9%
6% 14% very low
27%
low fair high very high 44%
SUPERVISORS 11%
4%
7% very low
22%
low fair high very high 56%
70
• DECISION MAKING WORKERS 6%
10%
25%
23%
very low low fair high very high
36%
SUPERVISORS 7%
4% 19%
22%
very low low fair high very high
48%
71
• REWARDS AND RECOGNITION WORKERS 6%
9%
20% 24%
very low low fair high very high
41%
SUPERVISORS 7%
4%
15% 37%
very low low fair high very high
37%
72
• TRAINING AND DEVEL
OPMENT
WORKERS 6%
7%
23%
22%
very low low fair high very high
42%
SUPERVISORS 11%
0% 33% very low
26%
low fair high very high
30%
73
• WORK DISCIPLINE WORKERS 8%
3%
12% very low low fair high
33%
very high 44%
SUPERVISORS 11%
4% 29%
26%
very low low fair high very high
30%
74
• THE COMP ANY WORKERS
19%
2%
6%
very low 33%
low fair high very high
40%
SUPERVISORS 0%
11%
30% very low low fair high very high 44% 15%
75
OVERALL EMPL OYEES SA TISF ACTION LEVELS
OVERALL EMPLOYEES SATISFACTION LEVELS
10%
5% 16% very low
29%
low fair high very high 40%
76
CONCL USI ON 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.
77
RE CO MMEN DATIO NS AND SU GGESTI ON S 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.
78
BIBL IO GR APH Y
(1) (2) (3) (4) (5)
RESEARCH METHODLOGY (C.R. Kothari) T.G.S. LIBRARY S.N.T.I. and T.M.D.C. LIBRARY WWW.TATA STEEL.COM WWW.TATA GROWTH SHOP.COM
79
SUPPORTING FACTS Question wise tables for each departments Q-1 ARE YOU CLEAR ABOUT THE RESULTS EXPECTED OF YOU IN YOUR JOB?
Department Very low extent Low extent Fair extent High extent Very high extent Total
Machin e Shop W S
Fabricatio n& Welding W S
Assembl y W S
Maintenanc e W S
Quality Assuranc e W s
Securit y W S
Store s W S
Account s W S
HR/I R W S
4 2 15 9
0 0 2 1
0 0 8 19
0 0 1 2
1 2 12 15
0 0 1 1
0 0 6 8
0 0 0 3
0 0 0 0
0 1 3 1
0 1 1 1
0 0 0 2
0 0 0 0
0 0 2 1
0 0 0 0
0 0 2 0
0 0 0 0
0 1 0 2
10 40
0 3
3 30
0 3
2 32
0 2
1 15
0 3
0 0
0 5
0 3
0 2
0 0
0 3
0 0
0 2
0 0
1 4
Q-2 ARE YOU CLEAR ABOUT THE GOALS OF YOUR WORK UNIT?
Department
Machin e Shop
Fabricatio n& Welding
Assembl y
Maintenanc e
Quality Assuranc e
Securit y
Store s
Account s
HR/I R
80
Very low extent Low extent Fair extent High extent Very high extent Total
W
S
W
S
W
S
W
S
W
s
W
S
W
S
W
S
W
S
3 2 13 13
0 0 2 1
0 0 15 15
0 0 1 1
0 0 11 17
0 0 0 2
0 0 9 4
0 0 1 2
0 0 0 0
0 1 3 1
0 1 1 1
0 0 0 2
0 0 0 0
0 0 1 2
0 0 0 0
0 0 1 1
0 0 0 0
0 0 1 2
9 40
0 3
0 30
1 3
4 32
0 2
2 15
0 3
0 0
0 5
0 3
0 2
0 0
0 3
0 0
0 2
0 0
1 4
Q-3 ARE YOU CLEAR ABOUT THE OVERALL GOALS OF THE COMPANY? Department Very low extent Low extent Fair extent High extent Very high extent Total
Machin e Shop W S
Fabricatio n& Welding W S
Assembl y W S
Maintenanc e W S
Quality Assuranc e W s
Securit y W S
Store s W S
Account s W S
HR/I R W S
1 5 17 10
0 0 0 2
0 2 14 12
0 1 1 0
0 4 10 15
0 1 0 0
0 2 9 2
0 0 2 0
0 0 0 0
0 3 2 0
0 0 2 1
0 0 1 1
0 0 0 0
0 0 0 1
0 0 0 0
0 0 1 0
0 0 0 0
0 0 1 0
7 40
1 3
2 30
1 3
3 32
1 2
3 15
1 3
0 0
0 5
0 3
0 2
0 0
2 3
0 0
1 2
0 0
3 4
Q-4 ARE YOU INVOVLED IN THE GOAL-SETTING IN YOUR AREA OF WORK?
Department Very low extent Low extent Fair extent
Machin e Shop W S 0 7 19
0 0 1
Fabricatio n& Welding W S 5 14 6
1 0 1
Assembl y W S 2 4 12
0 0 1
Maintenanc e W S 1 0 5
0 0 1
Quality Assuranc e W s 0 0 0
2 1 2
Securit y W S
Store s W S
0 1 1
0 0 0
0 0 2
0 1 1
Account s W S 0 0 0
0 1 1
HR/I R W S 0 0 0
0 0 2
81
High extent Very high extent Total
6
2
5
1
10
1
7
2
0
0
1
0
0
0
0
0
0
1
8 40
0 3
0 30
0 3
4 32
0 2
1 15
0 3
0 0
0 5
0 3
0 2
0 0
1 3
0 0
0 2
0 0
1 4
Q-5 ARE YOU SATISFIED WITH YOUR JOB ASSINGMENT?
Department
Machine Shop
Fabrication & Welding
Assembl y
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
S
Very 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 Very high extent
5
1
11
2
12
1
5
1
0
2
1
0
0
0
0
1
0
2
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-6 DOES YOUR JOB MAKE USE OF YOUR SKILLS AND ABILITIES?
Departmen t
Machin e Shop W S
Fabricatio n& Welding W S
Assembl y W S
Maintenanc e W S
Quality Assuranc e W s
Securit y W S
Store s W S
Account s W S
HR/IR W S
Very low extent Low extent Fair extent
3 3 15
0 0 0
0 1 11
0 0 2
2 0 10
0 0 1
0 2 7
0 0 2
0 0 0
0 1 4
0 0 0
0 0 0
0 0 0
0 0 1
0 0 0
0 0 1
0 0 0
0 1 0
High extent
14
3
18
1
15
1
5
1
0
0
2
1
0
2
0
0
0
3
82
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
Q-7 DO YOU GET A SENSE OF ACCOMPLISHMENT FROM YOUR WORK? Departmen t Very low extent Low extent Fair extent High extent Very high extent Total
Machin e Shop W S
Fabricatio n& Welding W S
Assembl y W S
Quality Assuranc e W s
Maintenanc e W S
Securit y W S
Store s W S
Account s W S
HR/IR W S
1 9 16
0 1 1
0 1 20
0 0 2
1 3 18
0 0 1
0 5 7
0 1 2
0 0 0
0 0 3
0 0 2
0 0 0
0 0 0
0 0 1
0 0 0
0 0 1
0 0 0
0 0 1
8
1
8
1
9
1
3
0
0
2
1
2
0
2
0
1
0
1
6 40
0 3
1 30
0 3
1 32
0 2
0 15
0 3
0 0
0 5
0 3
0 2
0 0
0 3
0 0
0 2
0 0
0 4
Q-8 WOULD YOU LIKE TO CONTINUE IN YOUR CURRENT AREA OF WORK? Department
Machine Shop W S
Fabrication & Welding W S
Assembl y W S
Maintenance W S
Quality Assurance W s
Security W S
Stores W S
Accounts W S
HR/IR W S
Very low extent Low extent Fair extent High extent
2 4 15 6
0 1 1 1
0 2 19 8
0 0 1 2
0 1 9 16
0 0 0 2
0 7 3 5
0 1 0 2
0 0 0 0
0 0 5 0
0 0 0 2
0 0 0 2
0 0 0 0
0 0 1 2
0 0 0 0
0 0 1 1
0 0 0 0
0 0 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
83
Q-9 DOES YOUR JOB,THROUGH VARIETY AND CHALLENGE,PROVIDE OPPORTUNITIES FOR LEARING AND GROWTH? Department Very low extent Low extent Fair extent High extent Very high extent Total Department Very low extent Low extent Fair extent High extent Very high extent Total
Machine Shop W S
Fabrication & Welding W S
Assembl y W S
Maintenance W S
Quality Assurance W s
Security W S
Stores W S
Accounts W S
HR/IR W S
2 7 11 10
0 0 2 0
1 0 5 23
0 0 1 2
0 2 4 19
0 0 0 1
0 0 7 6
0 0 2 1
0 0 0 0
4 0 1 0
0 0 1 2
0 0 0 2
0 0 0 0
0 0 2 0
0 0 0 0
0 1 0 1
0 0 0 0
0 0 2 2
10 40
1 3
1 30
0 3
7 32
1 2
2 15
0 3
0 0
0 5
0 3
0 2
0 0
1 3
0 0
0 2
0 0
0 4
Machine Shop W S
Fabrication & Welding W S
Assembl y W S
Maintenance W S
Quality Assurance W s
Security W S
Stores W S
Accounts W S
HR/IR W S
3 4 19 11
0 0 2 1
1 6 15 8
0 0 2 1
1 2 1 19
0 0 0 1
1 1 8 3
0 0 1 2
0 0 0 0
0 1 1 3
0 0 2 1
0 0 1 1
0 0 0 0
0 0 2 1
0 0 0 0
0 1 1 0
0 0 0 0
0 0 1 0
3 40
0 3
0 30
0 3
9 32
1 2
2 15
0 3
0 0
0 5
0 3
0 2
0 0
0 3
0 0
0 2
0 0
3 4
Q-10 IS THE ENVIRONMENT OF YOUR WORKPLACE SAFE CLEAN, HEALTHY AND HYGIENIC?
84
Q-11 IS THE COOPERATION BETWEEN INDIVIDUALS AND DEPARTMENTS TO GET THE JOB DONE?
Department Very low extent Low extent Fair extent High extent Very high extent Total
Machin e Shop W S
Fabricatio n& Welding W S
Assembl y W S
Maintenanc e W S
Quality Assuranc e W s
Securit y W S
Store s W S
Account s W S
HR/I R W S
1 15 12 6
0 0 1 2
0 0 18 12
0 0 1 2
1 2 6 18
0 0 1 0
0 4 4 5
0 0 2 1
0 0 0 0
2 0 1 2
0 0 1 2
0 0 0 1
0 0 0 0
0 0 1 2
0 0 0 0
0 1 0 0
0 0 0 0
0 0 2 2
6 40
0 3
0 30
0 3
5 32
1 2
2 15
0 3
0 0
0 5
0 3
1 2
0 0
0 3
0 0
1 2
0 0
0 4
Q-12 ARE YOU SATISFIED WITH YOUR TOTAL REMUNERATION PACKAGE CONSIDERING YOUR DUTIES AND RESPONSIBILITIES?
Department
Machin e Shop W S
Fabricatio n& Welding W S
Assembl y W S
Maintenanc e W S
Quality Assuranc e W s
Securit y W S
Store s W S
Account s W S
HR/I R W S
85
Very low extent Low extent Fair extent High extent Very high extent Total
5 8 14 7
0 1 2 0
0 1 9 20
0 0 1 2
0 3 5 20
0 0 2 0
2 0 9 3
0 1 1 0
0 0 0 0
0 3 2 0
0 0 0 1
0 0 0 2
0 0 0 0
0 0 2 1
0 0 0 0
0 0 2 0
0 0 0 0
0 0 1 0
6 40
0 3
0 30
0 3
4 32
0 2
1 15
0 3
0 0
0 5
2 3
0 2
0 0
0 3
0 0
0 2
0 0
3 4
Q-13 ARE YOU SATISFIED WITH THE PERKS, CIVIC FACILITIES AND WELFARE MEASURES PROVIDED BY THE COMPANY?
Department Very low extent Low extent Fair extent High extent Very high extent Total
Machin e Shop W S
Fabricatio n& Welding W S
Assembl y W S
Maintenanc e W S
Quality Assuranc e W s
Securit y W S
Store s W S
Account s W S
HR/I R W S
5 7 17 7
0 1 2 0
0 1 13 16
0 0 2 1
0 1 16 11
0 0 1 1
1 1 11 1
1 0 1 0
0 0 0 0
1 2 2 0
0 0 0 3
0 0 0 1
0 0 0 0
0 1 2 0
0 0 0 0
0 1 0 1
0 0 0 0
0 0 0 1
4 40
0 3
0 30
0 3
4 32
0 2
1 15
1 3
0 0
0 5
0 3
1 2
0 0
0 3
0 0
0 2
0 0
3 4
Q-14 ARE THE ROLES AND RESPONSIBILITIES OF PEOPLE IN YOUR WORKPLACE CLEARLY DEFINED?
Department Very low extent Low extent
Machin e Shop W S 7 6
0 2
Fabricatio n& Welding W S 0 3
0 0
Assembl y W S 0 3
0 0
Maintenanc e W S 1 3
0 0
Quality Assuranc e W s 0 0
0 1
Securit y W S
Store s W S
0 0
0 0
0 0
0 0
Account s W S 0 0
0 1
HR/I R W S 0 0
0 0
86
Fair extent High extent Very high extent Total
14 6
1 0
18 9
1 2
5 19
1 0
5 6
2 1
0 0
2 0
1 2
0 1
0 0
2 1
0 0
1 0
0 0
1 2
7 40
0 3
0 30
0 3
5 32
1 2
0 15
0 3
0 0
2 5
0 3
1 2
0 0
0 3
0 0
0 2
0 0
1 4
Q-15 DOES YOUR JOB LEAVE YOU WITH SUFFICIENT TIME FOR YOUR PERSONAL/FAMILY AND SOCIAL LIFE?
Department Very low extent Low extent Fair extent High extent Very high extent Total
Machin e Shop W S
Fabricatio n& Welding W S
Assembl y W S
Maintenanc e W S
Quality Assuranc e W s
Securit y W S
Store s W S
Account s W S
HR/I R W S
4 7 15 8
0 1 1 1
0 2 20 8
0 0 1 2
1 1 19 7
0 1 1 0
1 4 9 1
0 0 1 2
0 0 0 0
2 0 1 0
0 0 1 2
0 0 0 1
0 0 0 0
0 1 1 0
0 0 0 0
0 1 0 1
0 0 0 0
0 0 1 1
6 40
0 3
0 30
0 3
4 32
0 2
0 15
0 3
0 0
2 5
0 3
1 2
0 0
1 3
0 0
0 2
0 0
2 4
Q-16 DO YOU CONSIDER THE OVERALL CULTURE OF TATA STEEL FREE OF UNDUE FEAR? Department Very low extent Low extent Fair extent High extent Very high extent Total
Machin e Shop W S
Fabricatio n& Welding W S
Assembl y W S
Maintenanc e W S
Quality Assuranc e W s
Securit y W S
Store s W S
Account s W S
HR/I R W S
6 6 17 8
0 1 1 1
1 5 16 8
0 0 3 0
0 4 10 10
0 1 0 1
0 2 9 4
0 0 0 3
0 0 0 0
0 3 2 0
0 0 1 2
0 0 0 2
0 0 0 0
0 1 1 1
0 0 0 0
0 1 0 1
0 0 0 0
0 0 1 1
3 40
0 3
0 30
0 3
8 32
0 2
0 15
0 3
0 0
0 5
0 3
0 2
0 0
0 3
0 0
0 2
0 0
2 4
87
Department
Machine Shop
Fabrication & Welding
Assembl y
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
S
Very low extent
5
0
0
2
0
0
0
0
0
2
0
0
0
0
0
0
0
0
Low extent
11
0
0
0
1
0
4
1
0
3
2
0
0
0
0
0
0
0
Fair extent
14
3
13
0
8
2
5
1
0
0
1
0
0
2
0
2
0
2
High extent Very high extent
7
0
17
1
20
0
5
1
0
0
0
2
0
1
0
0
0
0
3
0
0
0
3
0
1
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-17 DO YOU RECEIVE THE INFORMATION YOU NEED TO DO YOUR JOB WELL?
Q-18 DOES MANAGEMENT KEEP YOU WELL INFORMED ABOUT IMPORTANT CORPORATE MATTERS OF GENERAL INTEREST?
Departme nt Very low extent Low extent Fair extent High extent Very high extent Total
Machin e Shop W S
Fabricatio n& Welding W S
Assembl y W S
Maintenanc e W S
Quality Assuranc e W s
Securit y W S
Store s W S
Account s W S
HR/I R W S
3 17 10
0 2 1
0 8 20
0 0 2
1 4 14
0 1 1
3 3 6
0 0 3
0 0 0
2 1 2
0 0 3
0 0 0
0 0 0
0 0 2
0 0 0
0 1 1
0 0 0
0 0 1
8
0
2
0
8
0
3
0
0
0
0
2
0
1
0
0
0
1
2 40
0 3
0 30
1 3
5 32
0 2
0 15
0 3
0 0
0 5
0 3
0 2
0 0
0 3
0 0
0 2
0 0
2 4
88
Q-19 DO YOUR SUPERIORS WELCOME FREE AND FRANK COMMUNICATION FROM BELOW?
Department Very low extent Low extent Fair extent High extent Very high extent Total
Machin e Shop W S
Fabricatio n& Welding W S
Assembl y W S
Maintenanc e W S
Quality Assuranc e W s
Securit y W S
Store s W S
Account s W S
HR/I R W S
7 8 14 5
0 2 1 0
0 1 19 10
0 0 0 3
1 1 14 12
0 0 2 0
0 6 4 4
0 2 1 0
0 0 0 0
0 3 2 0
0 0 2 1
0 0 0 2
0 0 0 0
0 0 2 1
0 0 0 0
0 1 1 0
0 0 0 0
0 1 1 0
6 40
0 3
0 30
0 3
4 32
0 2
1 15
0 3
0 0
0 5
0 3
0 2
0 0
0 3
0 0
0 2
0 0
2 4
Q-20 IS MANAGEMENT WELL INFORMED ABOUT THE REAL PROBLEM YOU FACE IN YOUR DEPARTMENT? Department Very low extent Low extent Fair extent High extent Very high extent Total
Machin e Shop W S
Fabricatio n& Welding W S
Assembl y W S
Maintenanc e W S
Quality Assuranc e W s
Securit y W S
Store s W S
Account s W S
HR/I R W S
5 16 13 3
0 2 1 0
0 8 16 6
0 0 3 0
1 6 6 16
0 2 0 0
0 3 10 2
0 3 0 0
0 0 0 0
1 3 1 0
0 0 0 2
0 0 0 2
0 0 0 0
0 0 2 1
0 0 0 0
0 1 0 1
0 0 0 0
0 0 0 1
3 40
0 3
0 30
0 3
3 32
0 2
0 15
0 3
0 0
0 5
1 3
0 2
0 0
0 3
0 0
0 2
0 0
3 4
89
Q-21 ARE YOU SATISFIED WITH THE GENERAL SPEED AND FLOW OF COMMUNICATION IN THE COMPANY?
dept Very low extent Low extent Fair extent High extent Very high extent Total
Machin e Shop W S
Fabricatio n& Welding W S
Assembl y W S
Maintenanc e W S
Quality Assuranc e W s
Securit y W S
Store s W S
Account s W S
HR/I R W S
5
0
1
0
1
0
0
0
0
1
0
0
0
0
0
0
0
0
12 12 7
1 2 0
2 18 9
0 3 0
0 14 13
0 2 0
2 9 2
2 1 0
0 0 0
4 0 0
1 1 1
0 0 2
0 0 0
0 2 0
0 0 0
0 1 1
0 0 0
1 0 1
4 40
0 3
0 30
0 3
4 32
0 2
2 15
0 3
0 0
0 5
0 3
0 2
0 0
1 3
0 0
0 2
0 0
2 4
Q-22 IN THE FINAL ANALYSIS,IS THERE EFFECTIVE ,TWO-WAY COMMUNICATION IN THE COMPANY?
dept Very low extent Low extent Fair extent High extent Very high extent Total
Machin e Shop W S
Fabricatio n& Welding W S
Assembl y W S
Maintenanc e W S
Quality Assuranc e W s
Securit y W S
Store s W S
Account s W S
HR/I R W S
5 13 12 8
0 1 2 0
0 6 15 9
0 0 2 1
1 2 13 11
0 0 2 0
1 4 8 2
0 0 3 0
0 0 0 0
2 3 0 0
0 0 1 1
0 0 0 2
0 0 0 0
0 0 2 1
0 0 0 0
0 0 2 0
0 0 0 0
0 0 0 3
2 40
0 3
0 30
0 3
5 32
0 2
0 15
0 3
0 0
0 5
1 3
0 2
0 0
0 3
0 0
0 2
0 0
1 4
90
Dept
Machine Shop W S
Very low extent Low extent Fair extent High extent Very high extent Total
Fabrication & Welding W S
Assembl y W S
Quality Assurance W s
Maintenance W S
Security W S
Stores W S
Accounts W S
HR/IR W S
5
0
0
0
0
0
0
0
0
1
0
0
0
0
0
0
0
0
5
1
7
0
2
0
2
0
0
4
1
0
0
0
0
1
0
0
17
2
10
1
5
2
7
2
0
0
0
0
0
2
0
1
0
1
6
0
13
2
19
0
5
1
0
0
2
1
0
1
0
0
0
2
7 40
0 3
0 30
0 3
6 32
0 2
1 15
0 3
0 0
0 5
0 3
1 2
0 0
0 3
0 0
0 2
0 0
1 4
Q-23 DO YOUR SUPERIORS FOCUS ON TEAMBUILDING AND TEAM WORK?
Q-24 DO YOUR SUPERIORS ENCOURAGE YOU TO THINK INNOVATIVELY AND CHALLENGE OUTMODED TRADITIONS AND PRACTICES?
dept Very low extent Low extent Fair extent High extent Very high extent Total
Machine Shop W S
Fabrication & Welding W S
Assembl y W S
Maintenance W S
Quality Assurance W s
Security W S
Stores W S
Accounts W S
HR/IR W S
9 4 19 4
0 1 2 0
1 0 19 10
0 0 3 0
0 2 8 18
1 1 0 0
0 3 7 4
0 1 2 0
0 0 0 0
0 4 1 0
0 0 1 0
0 0 2 0
0 0 0 0
0 0 2 1
0 0 0 0
0 1 1 0
0 0 0 0
0 0 1 1
4 40
0 3
0 30
0 3
4 32
0 2
1 15
0 3
0 0
0 5
2 3
0 2
0 0
0 3
0 0
0 2
0 0
2 4
91
Q-25 DO YOUR SUPERIORS DEVELOP THEIR SUBORDINATES THROUGH APPROPRIATE DELEGATION AND COACHING?
dept Very low extent Low extent Fair extent High extent Very high extent Total
Machin e Shop W S
Fabricatio n& Welding W S
Assembl y W S
Maintenanc e W S
Quality Assuranc e W s
Securit y W S
Store s W S
Account s W S
HR/I R W S
6
0
0
0
0
1
1
0
0
1
0
0
0
0
0
0
0
0
10 14 8
0 3 0
6 22 2
0 3 0
2 10 17
0 1 0
3 7 3
0 2 1
0 0 0
3 2 0
0 1 1
0 0 0
0 0 0
0 3 0
0 0 0
1 0 1
0 0 0
0 0 2
2 40
0 3
0 30
0 3
3 32
0 2
1 15
0 3
0 0
0 5
1 3
2 2
0 0
0 3
0 0
0 2
0 0
2 4
Q-26 HAVE YOUR SUPERIORS IN THE FINAL ANALYSIS,BEEN SUCCESSFUL IN CREATING A CLIMATE OF HIGH MOTIVATION,ACHIEVEMENT AND EXCELLENCE IN YOUR AREA OF WORK?
Dept Very low extent Low extent Fair extent High extent Very high extent Total
Machin e Shop W S
Fabricatio n& Welding W S
Assembl y W S
Maintenanc e W S
Quality Assuranc e W s
Securit y W S
Store s W S
Account s W S
HR/I R W S
2 14 14 6
0 2 1 0
0 3 15 12
0 0 2 1
0 2 9 16
0 0 2 0
1 5 6 3
0 0 1 2
0 0 0 0
1 2 2 0
0 0 1 1
0 0 0 0
0 0 0 0
0 0 1 2
0 0 0 0
0 1 1 0
0 0 0 0
0 0 1 3
4 40
0 3
0 30
0 3
5 32
0 2
0 15
0 3
0 0
0 5
1 3
2 2
0 0
0 3
0 0
0 2
0 0
0 4
92
Q-27 ARE YOUR SUPERIORS FAIR AND EQUITABLE IN THEIR DEALINGS WITH PEOPLE?
dept Very low extent Low extent Fair extent High extent Very high extent Total
Machin e Shop W S
Fabricatio n& Welding W S
Assembl y W S
Maintenanc e W S
Quality Assuranc e W s
Securit y W S
Store s W S
Account s W S
HR/I R W S
7 9 13 5
0 2 1 0
0 2 15 13
0 0 2 1
0 1 7 24
0 1 1 0
2 6 3 4
0 0 1 2
0 0 0 0
2 0 3 0
0 0 0 1
0 0 0 1
0 0 0 0
0 0 2 1
0 0 0 0
0 1 0 1
0 0 0 0
0 0 0 0
6 40
0 3
0 30
0 3
0 32
0 2
0 15
0 3
0 0
0 5
2 3
1 2
0 0
0 3
0 0
0 2
0 0
4 4
Q-28 DO YOUR SUPERIORS ACT AS role models AND SET AN EXAMPLE FOR OTHER TO FOLLOW?
dept Very low extent Low extent Fair extent High extent Very high extent Total
Machin e Shop W S 6 8 16 2 6 40
Fabricatio n& Welding W S
Assembl y W S
Maintenanc e W S
Quality Assuranc e W s
Securit y W S
Store s W S
Account s W S
3 1 2
3
25 5
30
2 1
3
1 11 14 6 32
2
2
6 6 2 1 15
1 2
3
2
5
HR/I R W S 1
2 1
3
2 1 2
2
3
1 1
1
2
2 4
93
Q-29 ARE DECISION IN THE COMPANY MAKE AT THE APPROPRIATE LEVEL?
Department Very low extent Low extent Fair extent High extent Very high extent Total
Machine Shop W S 7 10 17 9 3 40
1 2
3
Fabrication & Welding W S 1 2 21 7
30
Assembl y W S
2 1
3 14 8
3
7 32
Maintenance W S
2
1 4 6 1
2
2 15
1 2
3
Quality Assurance W s
Security W S
Stores W S
Accounts W S
HR/IR W S
1 4 1 2
5
1 2
1 1
1 1
2 2
3
2
2
Securit y W S
Store s W S
Account s W S
HR/I R W S
2 1
1 1
1
3
Q-30 ARE DECISIONS IN THE COMPANY MADE PROMPTLY?
Department Very low extent Low extent Fair extent High extent Very high extent Total
Machin e Shop W S 3 15 12 6 4 40
2 1
3
Fabricatio n& Welding W S 1 5 15 9
30
Assembl y W S
2 1
1 2 11 13
3
5 32
2
2
Maintenanc e W S
4 11
15
1 1 1
3
Quality Assuranc e W s
5
1 2
5
3
2
2
3
2
3 4
94
Q-31 DO YOUR SUPERIORS INVOLVE YOU IN DECISIONS DIRECTLY RELATED TO YOUR AREA OF WORK?
Department Very low extent Low extent Fair extent High extent Very high extent Total
Machin e Shop W S 7 13 12 2 6 40
2 1
3
Fabricatio n& Welding W S 1 7 20 2
30
3
3
Assembl y W S 1 3 10 14 4 32
2
2
Maintenanc e W S 2 4 8 1
15
1 1 1
3
Quality Assuranc e W s
2 3
5
Securit y W S
1 2
3
Store s W S
Account s W S
3
1 1
HR/I R W S
2
2 1
2
2
1 4
Account s W S
HR/I R W S
1 1
1
3
Q-32 ARE YOU EMPOWERED TO MAKE AND IMPLEMENT YOUR OWN DECISIONS IN YOUR AREA OF WORK?
Department Very low extent Low extent Fair extent High extent Very high extent Total
Machin e Shop W S 7 17 9 2 5 40
1 2
3
Fabricatio n& Welding W S 1 1 23 5
30
1 2
3
Assembl y W S
3 10 15 4 32
2
2
Maintenanc e W S 4 4 6 1
15
Quality Assuranc e W s
Securit y W S
Store s W S 1
1 1 1
3
1 4
5
1 2
3
2 2
2
3
2
3 4
95
Q-33 HAVE YOUR PERFORMANCE APPRAISALS BEEN FAIR?
Department Very low extent Low extent Fair extent High extent Very high extent Total
Machin e Shop W S 7 14 13
4 40
3
3
Fabricatio n& Welding W S 2 6 16 6
30
3
3
Assembl y W S
4 14 14
32
1 1
2
Maintenanc e W S 5 3 5 2
15
Quality Assuranc e W s
Securit y W S
Store s W S
Account s W S
HR/I R W S
3
1 1
3
5 3
3
5
3
1
3
1 2
3
2
1 2
Securit y W S
Store s W S
Account s W S
HR/I R W S
Q-34 ARE THERE CLEAR CRITERIA FOR GIVING REWARDS?
Department Very low extent Low extent Fair extent High extent Very high extent Total
Machin e Shop W S 7 18 10 2 3 40
3
3
Fabricatio n& Welding W S
6 19 5
30
3
3
Assembl y W S
3 9 18 2 32
1 1
2
Maintenanc e W S 5 3 6 1
15
Quality Assuranc e W s
2 3
2
3
1 5
1 2 1
3 1
3
1 2
3
1
2
2
2 4
96
Q-35 IS CREDIT FOR WORK WELL DONE GIVEN TIMELY? Department Very low extent Low extent Fair extent High extent Very high extent Total
Machin e Shop W S
Fabricatio n& Welding W S
Assembl y W S
8 15 13 2
0 1 1 1
0 5 23 2
0 0 2 1
0 3 13 13
2 40
0 3
0 30
0 3
3 32
Maintenanc e W S
Quality Assuranc e W s
Securit y W S
Store s W S
Account s W S
HR/I R W S
1 1 0
4 5 5 1
0 2 1 0
0 2 3 0
0 0 3 0
0 1 0 0
0 0 2 1
1 1 0
0 1 0 2
0 2
0 15
0 3
0 5
0 3
1 2
0 3
0 2
1 4
Store s W S
Account s W S
HR/I R W S
Q-36 ARE REWARDS AND RECOGNITION GIVEN TO THOSE WHO TRULY DESERVE THEM?
Department Very low extent Low extent Fair extent High extent Very high extent Total
Machin e Shop W S
Fabricatio n& Welding W S
Assembl y W S
6 11 17 3
0 1 2 0
1 9 18 2
0 0 2 1
0 6 13 11
3 40
0 3
0 30
0 3
2 32
Maintenanc e W S
Quality Assuranc e W s
Securit y W S
1 1 0
5 5 3 1
0 1 0 2
1 4 0 0
0 0 3 0
0 0 0 1
0 0 3 0
0 1 0 1
0 0 1 2
0 2
1 15
0 3
0 5
0 3
1 2
0 3
0 2
1 4
97
Q-37 ARE REWARDS,IN GENERAL,GIVEN ON THE BASIS OF MERIT AND PERFORMANCE?
Department Very low extent Low extent Fair extent High extent Very high extent Total
Machin e Shop W S
Fabricatio n& Welding W S
Assembl y W S
Maintenanc e W S
Quality Assuranc e W s
Securit y W S
Store s W S
Account s W S
HR/I R W S
3 15 13 3
2 1 0 0
1 12 13 4
0 1 2 0
1 5 11 10
0 0 2 0
5 4 6 0
0 1 2 0
0 2 2 1
0 0 1 1
0 0 0 2
0 1 1 1
0 1 1 0
0 1 0 0
6 40
0 3
0 30
0 3
5 32
0 2
0 15
0 3
0 5
1 3
0 2
0 3
0 2
3 4
Store s W S
Account s W S
HR/I R W S
Q-38 DO YOU REGARD THE NON-MONETARY REWARDS GIVEN IN THE COMPANY AS SUFFICIENTLY ATTRACTIVE?
Department Very low extent Low extent Fair extent High extent Very high extent Total
Machin e Shop W S
Fabricatio n& Welding W S
Assembl y W S
Maintenanc e W S
Quality Assuranc e W s
Securit y W S
4 13 14 6
1 2 0 0
0 1 23 6
0 0 2 1
0 3 14 10
0 1 1 0
3 7 4 2
0 1 0 2
0 1 2 2
0 0 1 2
0 0 0 2
0 1 1 1
0 2 0 0
0 0 0 1
3 40
0 3
0 30
0 3
5 32
0 2
0 15
0 3
0 5
0 3
0 2
0 3
0 2
3 4
98
Q-39 ARE YOU SATISFIED WITH THE OPPORTUNITIES FOR ADVANCEMENT TO HIGHER LEVELS?
Department Very low extent Low extent Fair extent High extent Very high extent Total
Machin e Shop W S
Fabricatio n& Welding W S
Assembl y W S
Maintenanc e W S
Quality Assuranc e W s
Securit y W S
Store s W S
Account s W S
HR/I R W S
5
0
0
0
0
0
2
0
0
0
0
0
0
0
14 12 5
3 0 0
6 14 10
0 1 2
1 12 14
0 0 2
6 6 1
2 1 0
3 2 0
0 2 1
0 0 1
1 1 1
1 1 0
0 1 0
4 40
0 3
0 30
0 3
5 32
0 2
0 15
0 3
0 5
0 3
1 2
0 3
0 2
3 4
Q-40 DOES COMPANY ATTACH GENUINE IMPORTANCE TO TRAINING ALL ITS EMPLOYEES?
Department Very low extent Low extent Fair extent High extent Very high extent Total
Machin e Shop W S
Fabricatio n& Welding W S
Assembl y W S
Maintenanc e W S
Quality Assuranc e W s
Securit y W S
Store s W S
Account s W S
HR/I R W S
6 13 15 4
0 1 2 0
0 7 15 8
0 0 1 2
1 1 20 7
0 0 0 2
4 8 3 0
0 2 1 0
1 2 2 0
0 1 1 1
0 0 0 1
0 1 2 0
0 1 1 0
0 0 2 2
3 40
0 3
0 30
0 3
3 32
0 2
0 15
0 3
0 5
0 3
1 2
0 3
0 2
0 4
99
Q-41 ARE YOU SATISFIED WITH THE ATTENTION GIVEN TO YOUR TRAINING AND DEVELOPMENT NEEDS?
Department Very low extent Low extent Fair extent High extent Very high extent Total
Machin e Shop W S
Fabricatio n& Welding W S
Assembl y W S
Maintenanc e W S
Quality Assuranc e W s
Securit y W S
Store s W S
Account s W S
HR/I R W S
6
0
1
0
0
0
2
0
0
0
0
0
0
0
14 16 2
0 2 1
6 21 3
1 2 0
2 11 16
0 1 1
6 5 2
1 0 2
2 3 0
1 1 1
0 0 1
0 2 1
2 0 0
0 2 2
2 40
0 3
0 30
0 3
3 32
0 2
0 15
0 3
0 5
0 3
1 2
0 3
0 2
0 4
Q-42 ARE YOU SATISFIED WITH THE IN-HOUSE FACILITIES FOR TRAINING EMPLOYEES?
Department Very low extent Low extent Fair extent High extent Very high extent Total
Machin e Shop W S
Fabricatio n& Welding W S
Assembl y W S
Maintenanc e W S
Quality Assuranc e W s
Securit y W S
Store s W S
Account s W S
HR/I R W S
3 4 16 11
0 0 2 1
0 2 21 7
0 0 1 2
0 1 14 15
0 0 2 0
0 2 7 3
0 0 3 0
0 1 4 0
0 1 1 1
0 0 0 1
0 0 3 0
0 1 1 0
0 1 0 3
6 40
0 3
0 30
0 3
2 32
0 2
3 15
0 3
0 5
0 3
1 2
0 3
0 2
0 4
100
Q-43 ARE YOU SATISFIED WITH THE OVERALL QUALITY OF TRAINING PROVIDED BY:
*SNTI *TMDC *YOUR DEPARTMENT *YOUR SUPERIORS AS A MENTOR Department Very low extent Low extent Fair extent High extent Very high extent Total
Machin e Shop W S
Fabricatio n& Welding W S
Assembl y W S
Maintenanc e W S
Quality Assuranc e W s
Securit y W S
Store s W S
Account s W S
HR/I R W S
2 4 19 8
0 0 2 1
0 0 14 16
0 0 1 2
0 2 11 16
0 0 0 2
0 3 5 4
0 1 0 2
0 2 3 0
0 1 1 1
0 0 0 1
0 0 1 2
0 1 1 0
0 0 1 1
7 40
0 3
0 30
0 3
3 32
0 2
2 15
0 3
0 5
0 3
1 2
0 3
0 2
2 4
Q-44 ARE THE STEPS TO BE FOLLOWED IN ENFORCING DISCIPLINE CLEARLY DEFINED AND UNDERSTOOD?
Department Very low extent Low extent Fair extent High extent Very high extent Total
Machin e Shop W S
Fabricatio n& Welding W S
Assembl y W S
Maintenanc e W S
Quality Assuranc e W s
Securit y W S
Store s W S
Account s W S
HR/I R W S
4 10 15 8
0 2 0 0
2 2 13 14
0 0 3 0
1 5 8 13
0 1 1 0
0 4 9 3
0 0 3 0
1 2 1 1
0 1 1 1
0 0 0 0
0 1 1 1
0 2 0 0
0 1 0 2
3 40
1 3
0 30
0 3
5 32
0 2
0 15
0 3
0 5
0 3
2 2
0 3
0 2
1 4
101
Q-45 IS PROPER WORK DISCIPLINE MAINTAINED IN YOUR DEPARTMENT?
Department Very low extent Low extent Fair extent High extent Very high extent Total
Machin e Shop W S
Fabricatio n& Welding W S
Assembl y W S
Maintenanc e W S
Quality Assuranc e W s
Securit y W S
Store s W S
Account s W S
HR/I R W S
4 4 15 11
0 0 0 1
0 0 16 14
0 0 2 1
0 1 6 19
0 0 2 0
0 2 10 3
0 2 1 0
0 0 5 1
0 0 2 1
0 0 0 0
0 1 1 0
0 1 1 0
0 0 0 1
6 40
2 3
0 30
0 3
6 32
0 2
0 15
0 3
0 5
0 3
2 2
1 3
0 2
3 4
Q-46 Do you get the support you need from the personnel division for enforcing or maintaining proper work discipline?
Department Very low extent Low extent Fair extent High extent Very high extent Total
Machin e Shop W S
Fabricatio n& Welding W S
Assembl y W S
Maintenanc e W S
Quality Assuranc e W s
Securit y W S
Store s W S
Account s W S
HR/I R W S
0 7 16 8
0 0 2 0
0 0 9 17
0 0 0 1
0 0 5 13
0 0 0 2
0 1 4 9
0 0 1 2
0 3 2 0
0 0 1 2
0 0 0 0
0 1 1 1
0 0 1 1
0 0 0 1
9 40
1 3
4 30
2 3
14 32
0 2
1 15
0 3
0 5
0 3
2 2
0 3
0 2
3 4
102
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