Project Report on Employees Satisfaction and Quality of Life Of

PROJECT ON EMPLOYEES SATISFACTION AND QUALITY OF LIFE OF TATA STEEL , JODA EAST

PREFACE The human resource of an organization constitutes its entire workforce. Human resource management(HRM) is responsible for selecting and inducting competent people, training them, facilitating and motivating them to perform at high levels of efficiency, and providing mechanisms to ensure that they maintain their affiliation with the organization.

The objective of this project is to find out how much the employees are satisfied and what is their quality of life. How the Tata steel company(TSL) applies the human resource functions in the organization and out the organization. In this project I make the survey on the employees of various departments of Tata steel, joda east.

The project report is divided in various sections like introduction of the company ,topic introduction ,survey report and conclusion.

Siddharth Das

ACKNOWLEDGEMENT I would like to express my sincere thanks to my gurus ,who guides me in all steps of life and motivates me in my journey of life to be successful .I would like to thank my parents ,without

whom we would not have been what we are today .I would like to thank NIILM School of Business for giving me permission to do my summer internship project at Tata steel ,which is a very big organization. I would like to thank all those officers of Tata steel, joda east who help me in making of the project report and last but not the least I would like to thank the Head HR/IR Mr.M.Z.M Ansari ,who allowed me to do summer internship project under his concideration.

Siddharth Das

CONTENTS

Introduction to Human Resource Introduction to Industrial Relation Introduction to Tata steel company Company overview Human ResourceManagement in TSL Introduction to Employee Satisfaction Introduction to Quality of Life Maslow’s motivation theory

Questionnaire Project report Suggestion Conclusion

INTRODUCTION TO HUMAN RESOURCE Human resources are on major factors of production. It is human asset, which convert the various resources in to the production resources. It has immense potentialities and it only human resources, which appreciate with time whereas all other resources undergo the process of depreciation. Success of an organization mainly depends on the quality of manpower and its performance. In early days human resource was not taken as an important factor of production. Human begin was simple treated as log in the movement increasing emphasis has been given to the worker as a whole man. The need of vast manpower and their importance was realized by some of the progressive entrepreneurs. The emergence of Trade Union and their gradual collective power forced some entrepreneurs to give some district feature of human side by production. The first among the entrepreneurs who had contributed in the development of human side of production was Robert Owen, and English Humanist. He took a genuine interest in the welfare of the workers. But this magnetite was not supported by a major chunk of entrepreneurs. A number of social scientist advocated their valuable theories towards the beginning of the 20th century. Abraham Maslow gave his “Hierarchy of needs” theory. Mc Clelland’s Afflation- Achievement theory is well accepted too. Christ Argyris theory of “four system of Management” is also a

milestone in the development production process.

of

human

factor

in

the

But the most important in this field was that of Elton Mayo’s Human Relation Approach. The great “Hawthorne Study “by Elton Mayo’s and colleagues, revealed that the effectiveness of any organization depends upon the quality of the relationship among the personnel and social needs of employees are very important and that concentration by management exclusively on productivity, material and environmental issue will to be a self-defecting aim. Hence the management must give more emphasis on the human side and their proper utilization. This then remains the cardinal objective of the human relations function to discover newer ways of understanding man and to motive him to higher standard of workmanship. Many new experiments such as study of his state university of Michigan etc have developed the branch of Management beyond margin. Today an organization having a good inventory of human resources and a dynamic personnel department is prospective one. So the technique and functions of personnel management have now come closely integrated with the overall organization strategies n search of excellence.

OBJECTIVES OF HRM. The following are main objectives of the study To require the overall idea about the organization. • Helping the skills and abilities of the workers efficiency. • Providing the organization with well trained and wellmotivated employees. •

• Increasing to the fullest the employees’ job satisfaction and self actualization. • Developing and maintaining a quality of work life that makes employment in the organization desirable. • Communicating of HRM policies to all employees. • Helping to maintain ethical policies and socially responsible behavior. • Managing change to mutual advantage of individuals groups, the enterprise and public. • To verify how far as the personnel practices methods are effective in meeting the objective lay down by the enterprises. • To study how the interacting agent i.e. managers, supervisors and workers are identifying themselves with the program objectives. • To examine whether the managers, supervisors and workers are satisfied with the present system of personnel practices in the organization.

PURPOSE OF STUDY: As there is saying, practice makes a man perfect and the knowledge. This does not deal with the practical application, is said to be unscientific and unsystematic. More over the branch of management, which deals with the most critical and important factor of production, requires not only theoretic background but also some practical experience to have some knowledge on day-to-day problem solving.

INTRODUCTION OF INDUSTRIAL RELATION: “Industrial Relations” poses one of the most delicate and complex problems to modern industrial society. With growing prosperity and rising wages, workers have achieved a higher standard of living .They have acquired, education, sophistication and greater, mobility career patterns have changed., for larger section of the people have been hanged., for higher section of people have been constrained to leave their firms to become wage earners and salary earners in urban areas under trying conditions of work. Ignorant and drenched in poverty, vast masses of men, women and children have migrated to few urban ares.The organization in which they are employed have ceased to be individually owned and have

become corporate enterprises. At the same time however, progressive status dominated secondly group-oriented aspirant and sophisticated class of workers has come in being, who have own trade unions and who have thus gained a bargaining power which enables them to give a taught fight to their employers to establish their rights in growing industrial society. As a result the Government has stepped in and plays an important role in establishing harmonious industrial relations, partly because it has itself become employer of millions of industrial worker but mainly because it has enacted a vast body of legislation to ensure that the rights of industrial workers in private enterprise are suitable safe guarded. Besides rapid changes have taken place in techniques and method of production. Long established jobs have disappeared and new employment opportunities have been created which call for different patterns of experience and technical education. Labour employer relations have therefore become more complex than they were in past, and have been a sharp edge because of widespread labour unrest. It is obvious from these facts that industrial relations don’t function in vacuum but are multidimensional in nature; they are conditioned by two sets of determinants industrial factors and economic factors. Under institutional factors Dr.V.B.Singh includes such matters as state policy, labour legislation, labourers and employers organizations and social institution, attitudes to work, systems of the power and status motivation and influence, the system of Industrial Relations etc.

Under economic factors are included economic organizations, capital structure, including technology, the

nature and composition of the labour force and the sources of supply and demand in the labour market.

OBJECTIVES OF INDUSTRIAL RELATION: The primary objectives of bringing about good and healthy relations between employers and employees, industrial relation are designed: • To safeguard the interests of labour and management by securing the highest level of mutual understanding and goodwill among those sections in the industry which participate in the process of production. • To avoid industrial conflict or strike and develop harmonious relations, which are essential factor in the productivity of workers and the industrial progress of a country. • To raise productivity to a higher level in an area of full employment by lessening the tendency to high turn over and frequent absenteeism. • To establish the growth of an industrial Democracy based on labour partnership in the sharing of profits and of managerial decision. • To eliminate, as far as possible and practicable, strikes,lockouts and gheraos by providing reasonable wages, improved living and working conditions. • To establish Government control of plants and units as are running at a loss or in which production has to be regulated in the public interest. In other words, the objectives of industrial relations are to facilitate production, to safeguard the rights and interests of both labour and management by enlisting the co-

operation of both to achieve a sound, harmonious and mutually beneficial relationship between employer and employees.

PURPOSE OF THE STUDY: Gathering information and theoretical knowledge is a part of study. It become complete when added with practical knowledge as the noted truth comes to sight. Hence one becomes more efficient and effective when a flavor of practical out look is added to the bosky mind. As the study has got wide relevance is formulating valid information about the organization, it helps in getting a critical look in to the personnel practices of the organization. Organizational behavior employer employee relationship and the working environment of the organization in relation to theoretical knowledge. It gives a previous idea about the job and working environment to the future decision- making how to perform by assigned job successfully and tact fully.

OBJECTIVES OF THE STUDY: This study program has got the following objectives: • •

To gain an overall idea about the organization. To get practical knowledge in the areas of personnel management and Industrial relations. • To study the composition of employer and employee relation existing in the organization.

•

To know the facilities provided to the employees as well as the public by the organization. • To study the statutory and non-statutory welfare practices adopted by organization. • The study of the HRD practices training and development performance appraisal schemes adopted by the organization. • To study organizational culture and style.

INTRODUCTION TO TATA STEEL Tata steel begins its journey from the small own jamshedpur in Jharkhand .Where every child grows up to a dream and to a reality both leading to one organization .An organization which defined the lives of the people of this small township .One power ,one force –The dream of one man which shapes the realities of millions world over today .Tata steel is one of the oldest and most successful organization and celebrates the true spirit of steel with Tata steel limited.

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.

The reasons for picking TSL for my internship project are simple.

It is Asia’s first and India’s largest steel company in the private sector. It is India’s 2nd most profitable company in private sector. It is one of the most admired companies in terms HR practices and sustainable growth and corporate social responsibility.

And the most important reason is that the company completes its 100th year in 2007.

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; Jamsetji 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 NatSteel 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. NatSteel Holdings produces about 2 MTPA of steel products across its regional operations in seven countries. Tata Steel, through its joint venture with Tata BlueScope Steel Limited, has also entered the steel building and construction applications market.

The iron ore mines and collieries in India give the Company a distinct advantage in raw material sourcing. Tata Steel is also striving towards raw materials security through joint ventures in Thailand, Australia, Mozambique, Ivory Coast (West Africa) and Oman. Tata Steel has signed an agreement with Steel Authority of India Limited to establish a 50:50 joint venture company for coal mining in India. Also, Tata Steel has bought 19.9% stake in New Millennium Capital Corporation, Canada for iron ore mining. Exploration of opportunities in titanium dioxide business in Tamil Nadu, Ferro- chrome plant in South Africa and setting up of a deepsea 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. The company has its own visions ,values and own policies and those are the followings.

VISIONS

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.

VALUES

Trusteeship.

Integrity Respect for the individual Credibility Excellence

Some policies QUALITY POLICY

Consistent with the group purpose, Tata Steel shall constantly strive to improve the quality of life of the communities it serves through excellence in all facets of its activities. We are committed to create value for all our stakeholders by continually improving our systems and process through innovation, involving all our employees. This policy shall form the basis of establishing and reviewing the Quality Objectives and shall be communicated across the organization. This policy will be reviewed to align with business direction and to comply with all the requirements of the Quality Management Standard. Date

HUMAN RESOURCE POLICY

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

It will pursue management practices designed to enrich the quality of life of its employees, develop their potential and maximize their productivity. It will aim at ensuring transparency, fairness and equity in all its dealing with its employees. Tata Steel will strive continuously to foster a climate of openness, mutual trust and teamwork.

SAFETY & OCCUPATIONAL HEATH (S & OH) POLICY

Tata Steel’s safety and occupational health responsibilities and driven by our commitment to ensure zero harm to people we work with and society at large and integral to the way we do business. 1. Our fundamentals belief is that all injuries can be prevented. This responsibility starts with each one of us. We will identify, assess and manage our S&O Hazard/risks. We will regularly monitor, review the progress and report. We will ensure WILL and SKILL buildup among employees/ contractor partners to demonstrate their involvement, responsibility and accountability to achieve sound S & OH performance. 2. We are committed to continual improvement in our S & OH performance. We will set objectives – targets, develop, implement and maintain management standards and systems, and go beyond compliance of the relevant industry standards, legal and other

requirements. 3. We will truly succeed when we achieve our Safety and Occupational Health goals and are valued by the communities in which we work.

SAFETY PRINCIPLE

Safety is line management responsibility. All injuries can be prevented. Felt concern and care for the employee on “24 hours safety” shall be demonstrated by leaders. Employees shall be trained to work safely. Working safely shall be condition of employment. Every job shall be assessed for the risk involved and shall be carried out as per authorized procedures/ checklist/ necessary work permit and using necessary personal protective equipment.

ENVIRONMENTAL POLICY

1. Tata Steel environmental responsibility are driven by our commitment to preservation the environment and are integral to the way we do business. We are committed to the efficient use of natural resources and energy; reducing and preventing pollution; promoting waste avoidance and recycling measures and product stewardship. We will identify, assess and mange our environmental impact..

We will regularly monitor review and report publicity our environmental performance. We shall develop & rehabilitates abandoned sites through a forestation and landscaping and shall protect & preserve the biodiversity in the areas of our operations. Well will enhance awareness, skill and competence of our employee and contactors so as to enable them to demonstrate their involvement, responsibility and accountability for sound environmental performance. 2.We are committed to continual improvement in our environmental performance. e will set objectives targets, develop, implement and maintain management standards and system, and go beyond compliance of the relevant industry standards legal and other requirements. 3.We will truly succeed when we sustain our environmental achievement and are valued by the communities in which we work.

CORPORATE SOCIAL RESPONSIBILITY POLICY

Tata Steel believes that the primary purpose of the business is to improve the quality of life of people. Tata Steel will volunteer its resources to the extent it can reasonable afford, to sustain and improve healthy and prosperous environment and to improve the quality of life of the people of the area in which it operates.

Before we discuss at length about the company, we would lie to throw some light on the Tata Group of companies in couple of years back.

The Tata Group 139 years old Group Revenue Total Sales

Strong brand equity US $ 30.0 Billion 3.2% of India’s GDP

International Income

38% of Group revenue

India’s largest employer in private sector.

Over 289,500 employees

TSL is one of the first ventures of Tata Group but it has many other successful companies under its umbrella. Some of the notable Tata concerns are below. Engineering’s

Materials

Energy

Chemicals

Consumer products

Services

Communication And Information System

Tata Motors terms of revenues.

Leading auto company in India in

Tata Tea

Largest integrated tea company in

Tata Power the private sector

Largest power generating supplier in in India.

India.

Tata Chemicals synthetic soda Taj

One of the worlds largest producers of ash. Largest hotel chain in India.

TCS Asia’s leading software services provider and the first Indian software firm to extend sales of US $ 1000 Million.

Tata Communication provider in

Leading

Tata Steel Overview Established

in

ILD

telecommunication India.

Ltd. 1907

by

service

An

Jamsetji Nusserwanji Tata

in

Jamshedpur. Formerly known as Tata Iron and Steel Company Limited (TISCO).30 million tones per annum of crude steel production capacity. With CORUS acquisition ,TSL is worlds 6th largest steel producer .Ranked ‘Best Steel Maker’ by World Steel Dynamics in 2006,2005 and 2001.Ranked 315th on Fortune Global 500 (post the Corusacquisition)2007.82,700 employees .Listen to BSE and NSE .Headquartered in Jamshedpur ,Jharkhand and registered office in Mumbai.

Some major national steel producers or competitors are follows. ISPAT JSW ESSAR BHUSHAN SAIL Some global competitors POSCO MITTAL ARCELOR

Comparison between Indian leading players. Players

TATA

SAIL

JSW

ESSAR

Year of

1907

1954

2003(1984)

1975

establishment

Products

Construction Rods

Cold rolled sheets Cold rolled shee

bars

and coils

Hot rolled

Pipes

shets and coils Cold rolled

and coils

Hot rolled sheets Hot rolled sheet and coils

Cold rolled

sheets and coils sheets and coils

and coils Galvanized

sheets and coils

Wires and tubes Hot rolled sheets Galvanized and coils

Iron ore pellets

sheets and coils

Production in million

3.8

9.15

3.5

3.3

9

22

8

8

tones Percentage of Production(%) (The numerical data’s might be wrong)

The respective market share of the major Indian players shown below.

SAIL = 22% TATA STEEL = 9% RINL = 7% ESSAR = 8% ISPAT = 6% JSWL = 8%

Tata steel products name Tata Shaktee GC sheet Tata Steelium Tata TISCON Tata pipes Tata AGRICO Tata Wiron Tata Bearings

Sales and Distribution Approximately 91% of all saleable steel from TSL are to the Indian market .The company has a strong sales and distribution channel as shown below.

Direct supply chain 25 consignment s agencies 21 stockyards

Wide network of distributers and retailers 15 external processing agents

Comparison of Total Income and Total Expenditure. Tata Steel Income Expenditure

Tata Steel

2003 = 9956.24 8958.96

2003 =

2004 = 12238.63 10572.72

2004 =

2005 = 16203.61 13019

2005 =

2006 = 17496.48 14095.01

2006 =

2007 = 20344.09 16204.41

2007 =

2008 = 23184.26 18535.96

2008 =

Here we see that the sales of TSL has been increasing over the years which is a good sign for the company.

Percentage growth of total income 2003 = 28.45750 2004 = 22.92422 2005 = 32.39725 2006 = 7.97890 2007 = 16.27533 2008 = 13.96066

Tata steel India becomes the first integrated steel company in the world, outside Japan, to be awarded the Diming Applicationprize for excellence in Total Quality Management for the year 2008.

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

TSL aims to pursue management practices designed to enrich the quality of life of its employees, develop their potentials and maximize their productivity. It also aims at ensuring transparency , fairness and equity in all its dealing with its employees.

TSL has been in pioneer in its HR policy over the years with the basic underlying principle of sharing and caring and a sense of belonging amongst all employees who are considered to be a part of TSL family.

The company has been known as a leader in introducing various HR practices and setting benchmarks in the global as well as Indian industry .Some of these initiatives include.

1920 Tata steel introduced initiatives like leave with pay 1952).And Workman’s Accident Compensation Scheme (enforced by law in 1924).

Tata steel introduced eight(8) hour working time in 1912, much before such a system was implemented by law even in most western countries. Free medical aid was introduced in 1915 (enforced by law in 1948). Maternity benefits were introduced by Tata steel in 1928 (implemented by law in 1946) Profit sharing bonus was granted for the first time in India by Tata steel as early as in 1934 (enforced by law in 1965). A scheme of retiring gratuity was introduced by Tata steel in 1937 (enforced by law in1972). Tejaswini, launched in 2003, is a woman empowerment program– the first of its kind – that trains woman to take up unconventional jobs in the steel works.

Shabash A weekly scheme launched in 2002 – offers instant rewards and recognition to employees for exemplary behavior. Some of these initiatives which were before enforced are tabulated below.

Initiatives

TSL

introduced

way

Governme nt

8 hour working day.

1912

Free Medical Aid.

Not known(but not implemented even in western countries at that time).

1915

1948

1920

1948

1920

1952

Leave With Pay.

Workers Provident Fund Scheme.

Workman’s Accident Compensation.

1920

1924

1928

1946

Profit Sharing Bonus.

1934

1965

Retiring Gratuity.

1937

1972

Maternity benefits.

Sub Department Human Resources Policy Recruitment : Campus recruitment Tata steel management trainee program. One year development program. Employee survey

Leadership Development :

Formal programs ,coaching and on the job training. Leadership appreciation process and subsequently conduct ‘Development Centers’. IL2 , IL3

Training and Development : e-learning facilities available on the companies internet which facilitated by computer literacy training. Computer based training packages and multimedia training materials. Safety training received special attention based on the DuPont guidelines identification of skill gaps ,there is a plan in place to introduce a technical competency assessment system. Faculty support. Up skilling employees through process based ,on the job training and diploma courses through premium engineering institutes. Direct learning strengthening the leadership pipeline coupled with emerging needs of growth projects across geographies.

Industrial Relations : the welfare of the laboring class must be one of the first cares of the employer. –(Sir Dorab Tata)

IL6 formed in 2008 Only one recognized Union – INTUC Affiliation of employees to these unions has been on a constant decline over the years and stood at……………..in the year 2008. A market based benchmarking of compensation is undertaken. Inclusive growth – sports days,social events ,contents for children , education opportunities ,celebrating festivals together.

Joda East Iron Mines, Processing Plant

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

To measure employee satisfaction ,many companies will have mandatory surveys or face-to-face meetings with employees to gain information. Both of these tactics have pros and con 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 have found success. strengthen the working relationship of the employees in a non-work related setting. Camping trips, backpacking wars and guide backpacking trips are versions of this type of team-building strategy, with which many employershave found success.

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. 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. Employee satisfaction surveys help employers measure and understand their employees' attitude, opinions, motivation, and satisfaction. Employee satisfaction is the terminology used to describe whether employees are happy and contented and fulfilling their desires and needs at work. Employee satisfaction is often measured by anonymous surveys administered periodically that gauge employee satisfaction in areas such as management and teamwork.

Introduction to Quality of Life What is "Quality of Life"? What does it denote? What parameters/attributes can be used to measure QOL? QOL is increasingly referred to in evaluating urban and rural areas, and in several other situations. Some definitions, models and more ...

The best way of approaching quality of life measurement is to measure the extent to which people's ‘happiness requirements’ are met – that is those requirements which are a necessary (although not sufficient) condition of anyone's happiness - those 'without which no member of the human race can be happy.'

What is QOL? QOL may be defined as subjective well-being. Recognizing the subjectivity of QOL is a key to understanding this construct. QOL reflects the difference, the gap, between the hopes and expectations of a person and their present experience. Human adaptation is such that life expectations are usually adjusted so as to lie within the realm of what the individual perceives to be possible. This enables people who have difficult life circumstances to maintain a reasonable QOL.

Our definition of quality of life is: The degree to which a person enjoys the important possibilities of his/her life. Possibilities result from the opportunities and limitations each person has in his/her life and reflect the interaction of personal and environmental factors. Enjoyment has two components: the experience of

satisfaction and characteristic.

the

possession

or

achievement

of

some

Quality of Life from the view point of TSL. Improvement in QOL 1. Development of a model traditional rehabilitation colony in consultation with villagers. 2. Rehabilitation colony will have facilities for education, health and hygiene, water, electrification, playground and community centre. 3. Tree plantation in the rehabilitation colony. 4. Facilitation of construction of temporary shelter within the allowance. 5. Facilitation of construction of the permanent house with the house building assistance.

Building a better Quality of life has always been the purpose of TSL enterprise. Tata steel believes that the primary purpose of a business is to improve the quality of life of people. Tata steel will volunteer its resources, to the extent it can reasonably afford, to sustain and improve a healthy and prosperous

environment and to improve the quality of life of the people in the areas in which it operates.

Relation Between Employee Satisfaction and Motivation Satisfaction leads to motivation .This statement could easily understand by the following theory of Abraham Maslow.

Ma Maslow's Hierarchy of Needs If motivation is driven by the existence of unsatisfied needs, then it is worthwhile for a manager to understand which needs are the more important for individual employees. In this regard, Abraham Maslow developed a model in which basic, low-level needs such as physiological requirements and safety must be satisfied before higher-level needs such as self-fulfillment are pursued. In this hierarchical model, when a need is mostly satisfied it no longer motivates and the next higher need takes its place. Maslow's hierarchy of needs is shown in the following diagram:

Maslow's Hierarchy of Needs SelfActualization Esteem Needs Social Needs

Safety Needs

Physiological Needs

Physiological Needs Physiological needs are those required to sustain life, such as: • air • water • nourishment

• sleep

According to Maslow's theory, if such needs are not satisfied then one's motivation will arise from the quest to satisfy them. Higher needs such as social needs and esteem are not felt until one has met the needs basic to one's bodily functioning. Safety Once physiological needs are met, one's attention turns to safety and security in order to be free from the threat of physical and emotional harm. Such needs might be fulfilled by: • Living in a safe area • Medical insurance • Job security • Financial reserves According to Maslow's hierarchy, if a person feels that he or she is in harm's way, higher needs will not receive much attention. Social Needs Once a person has met the lower level physiological and safety needs, higher level needs become important, the first of which are social needs. Social needs are those related to interaction with other people and may include: • Need for friends • Need for belonging • Need to give and receive love

Esteem Once a person feels a sense of "belonging", the need to feel important arises. Esteem needs may be classified as internal or external. Internal esteem needs are those related to selfesteem such as self respect and achievement. External esteem needs are those such as social status and recognition. Some esteem needs are: • Self-respect • Achievement • Attention • Recognition • Reputation Maslow later refined his model to include a level between esteem needs and self-actualization: the need for knowledge and aesthetics. Self-Actualization Self-actualization is the summit of Maslow's hierarchy of needs. It is the quest of reaching one's full potential as a person. Unlike lower level needs, this need is never fully satisfied; as one grows psychologically there are always new opportunities to continue to grow. Self-actualized people tend to have needs such as: • Truth • Justice • Wisdom • Meaning

Self-actualized persons have frequent occurrences of peak experiences, which are energized moments of profound happiness and harmony. According to

Maslow, only a small percentage of the population reaches the level of self-actualization. Implications for Management If Maslow's theory holds, there are some important implications for management. There are opportunities to motivate employees through management style, job design, company events, and compensation packages, some examples of which follow: • Physiological needs: Provide lunch breaks, rest breaks, and wages that are sufficient to purchase the essentials of life. • Safety Needs: Provide a safe working environment, retirement benefits, and job security. Social Needs: Create a sense of community via teambased projects and social events. • Esteem Needs: Recognize achievements to make employees feel appreciated and valued. Offer job titles that convey the importance of the position. Self-Actualization: Provide employees a challenge and the opportunity to reach their full career potential. However, not all people are driven by the same needs - at any time different people may be motivated by entirely different factors. It is important to understand the needs being pursued by each employee. To motivate an employee, the manager must be able to recognize the needs level at which the

employee is operating, and use those needs as levers of motivation.

A Short Introduction To TSL, Joda Nearly 50 years old, iron ore at Joda East Iron Mine is extracted by mechanized open cast mining methods in a series of 9 meter high benches. Equipped with a Wet Processing Circuit and primary and secondary crushing, scrubbing, screening and classification facilities, the mine is capable of producing sized ore (-37.5mm to +10mm) and classifier fines (-10mm). The Gomardih (State of Orissa) Dolomite Quarry under the Joda operations is another important minerals resource. Dolomite from the region is extracted after drilling and blasting in a series of 4 meter high benches. The mine has capability to crush and screen the extracted ore in to different product ranges such as Lumps (-75mm to +40mm), Flux (-40mm to +25mm), Chips (-25mm to +10mm) and Fines (-10mm). Joda is covered by big iron mountains. Some of the other steel companies are also situated near to Joda. The availability of raw material in a huge amount for steel and sponge iron companies, makes the environment full of dust.

has

Joda East Iron Mines(JEIM) the capacity of 5 million tone per month.

Questionnaire Report

Project

The project report is prepared by surveying on a good number of employees from various departments of Tata steel ,Joda east. Those departments are as follows. Departments 1.

2. 3. 4. 5. 6. 7. 8. 9.

V.T.C ,Joda Electrical Department And Water Supply Geological Department Hospital JCO Administration Security Department Civil Department TSRDS (Tata Steel Rural Development Service) JEIM (Joda East Iron Mines)

10.Joda East Time Office 11.Joda East Processing Plant 12.Joda East Equipment 13.Chief,Joda 14.Khondbond Iron Mine 15.JCO land and Lease 16.JCO Estate & GR 17.HR/IR Department

Are you satisfied with the accommodation facility, provided by the company ? This is the first basic need of a human. Accommodation should be situated in a good environment and should be in a good area where one can survive easily. There are so many big concerns who does not provide accommodation facility to their employees, but TSL provides accommodation facility to their employees. TSL has its own township. There employees has no problem for accommodation in TSL, Joda east. This is the first theory of motivation. The employees of TSL, Joda are satisfied with the accommodation facility provided by the company.

Are you satisfied with the health care facility ?

. Health care is one of the important factor life. TSL has its own township, so the company provides Hospital for the employees, with a good number of doctors for all diseases. There are 11 doctors and 14 nurses available at Joda East. The employees are satisfied for a certain limit, they has a complain also and that is, the health care facility is only for small and normal diseases, if there is a measure disease arise then there is no arrangements for that. They have to go for other Hospitals like District Headquarter Hospital, Keonjhar or to Tata Hospital, Jamshedpur. Both those hospitals are nearest to Joda but those has a long distance.

Are you feeling secure about your job ? This is another factor of motivational theory. Feeling secure about the increases the morale of the employee.TSL employees are feeling secure about their jobs. The officers of TSL are experienced and permanent.

Are you satisfied with the educational facilities available at Joda for your children ? Education is a most vital part of life now a days. Every parents want to send their children to a standard school rather than an ordinary school.All parents wants that their children should know all the aspects that how to cope with the competitive world. TSL provides schooling facility for the children of the employees, but employees of TSL, Joda are not satisfied with the schooling facility available at Joda. The various educational institutions are,Govt.M.E School, Tata

Primary School, Joda East UP,ME School, Girls High School, Joda High School, Hill Top Primary School, Saraswati Sishu Mandir, Women’s College, etc. The school at Joda is an ordinary one, and they want that the company should provide a standard schooling facility.

Does the company provides you the standard safety appliances ? The first policy of TSL is safety, and we could see the hoardingsof safety principle every where at TSL, Joda. Joda is the mines division of TSL . The company’s management focused its best in providing the safety appliances to the employees. The employees of Joda, TSL are very much satisfied with the safety appliances provided by the company.

Are you feeling safe at your work place with the safety standards maintained at present ? The company provides safety appliances as well as maintains the safety standards at the work place for all employees. In the company at every where we could find safety instruction for employees as well as for out side people, and employees always suggests outside people to follow the safety standards. TSL provides positional training, it means, on the job training Standard Operating Procedure (SOP) for safety purposes. There is a Toxic Detected Machine, if the machine gives a positive isolation, then employee should be implemented. Last but not the list, safety is a man made function.

Are you satisfied with your team members at your work place ? The team work exaggerates the morale of the employees and they puts their best effort. The employees of TSL, Joda are very much satisfied with there team members, all the employees are co-operative with each other. All the employees at here shares there information relating their work, divides there work properly. They gives respect to each other and they makes fun with each other also. All the employees are very much co-operative with the outside people also.

Are you satisfied with the training and development programs which are provided by the company ? Training and development program this is one of the factor which every employee needs at the very first time in an organization and this is a continuous process. The employees of TSL are not fully not satisfied with this factor. There are 20% employees are satisfied and 80% are not. The unsatisfied employees says that, this is not a continuous process at TSL, Joda. Some of them complains that the training and development programs which are provided by the company are not enough for them.

Are you satisfied with the welfare facilities which are provided to you at the working area ? (eg. Canteen, AC’S ,Etc.) The employees of Joda are satisfied with the welfare facilities which are provided to them. Every rooms of the office are AC(air condition) fitted, well furnished rooms with good lighting facility, the cost of the foods in the canteen are very low, such as, Lunch (veg)=Rs.3 Lunch (non-veg,egg)=Rs.4 Breakfast or evening food items =0.40 paise(samosha,bara,piazi,etc) Tea=0.40 paise Etc.. There is no charges for accommodation, electricity and water for employees. TSL, Joda employees are satisfied with the welfare facilities.

Are you satisfied with your salary package ? This is the question on which no one will give true answer. Because every person wants more and more money than he/she gets and that’s why everyone mustn't satisfied with their salary packages. But when I ask the employees of TSL about their salary package according to their performance, and performance wise they are satisfied with the salary package. But there are a few young employees are working there, who are not satisfied with the salary package which they are getting.

When I ask about those unsatisfied employees to employees who spends their long period of time in TSL said that, if they(unsatisfied employees) are not satisfied, then why do they working at here. They must work at there where they gets the right salary according to there performance and should leave TSL.

Does the company co-operates and helps you at any emergency time ? TSL co-operates with there employees in an emergency time. All the employees are very much satisfied with the emergency helping facility. The facilities are like, if one of the employees family member or the employee itself suddenly suffers from a measure disease, company helps them by providing sufficient money.

Do you get recognition for your individual/group performance ? Near about 85% TSL employees of the survey gets recognition for their individual/group performance. The rest employees don’t get any recognition because they are new. This is another motivational factor which motivates the employees to give their best again and again towards the company.

Are you associated with any social activity ?If yes then, what is that ? There are a less number of employees who are associated with any social activity, near about 30% of employees are associated. Some are associated with temple committee, and organizes festivals. Some are associated with the community centre and organizes occasional festivals (new year parties),etc.

Are you maintaining your family comfortably with the salary you have ? All the employees of survey said yes on this question, because company fulfills all the needs of employees, starting from well facilitate accommodation, provides grocery items through store with less price than market, medicines from company’s hospital, etc. On for the rest items the employees have to spent as per the need.

Which one you possess in life style? This question reflects the quality of life of the employees of TSL, Joda. Above 90% of employees has their own house, own car, own AC’s, own computer/laptop, and all those necessary items which are needed in today’s life style. The rest of employees has their own house.

How much you spent and how much you save in a month? All the employees spent above Rs.5000 and saves according to their capacity starting from Rs1000 to Rs10,000.

Which you prefer most in your life style ? On this question the employees has a mixed reaction. Some gives much attention to value, in case of doctors and some higher post employees. Some gives much attention to money. But the number of employees is more, who prefers to both money and value.

Do you think that the company will provide some more facilitates, if yes then, what should be those ? The employees of TSL, Joda of the survey suggested that the company should provide a better schooling facility for their children. They complains that, if the JSWL could provide a standard schooling facility for their employees children, then why shouldn’t our company also. Some said that the health care facility could be more better. And the company should focus more on training and development process.

Does the recent economic way ?If yes then how?

crisis affects

you

any

The recent economic crisis doesn’t affects the TSL, Joda employees, even if the company gives increment to all employees, where other companies fired their employees in the past recession time. This step of company motivates the employees. And gave them an assurance that when ever there is a problem, company is always behind you.

Did you participate in procedure ?If yes then how?

the

recent

election

We all must remember about the ad-campaign of Tata tea that Jaago re, and there message is please give your vote. But at this company of TSL there are a lot of employees, who has no voter ID of local and because of that they are not able to gave their vote in this years Lok Sabha’s election.

Are you happy with the followings ? social climate political climate economical climate industrial climate Most of the employees are happy with the above factors.

The following statistical analysis shows how much the employees are satisfied with the company according to questionnaire survey.

TSL, Joda East provides some other facilities to employees and local people. Those are Gym-for local people and separated one for TSL employees. Two community centers where swimming pool, billiards to play and some other facilities are also available. Bus to railway station for employees and their family members. Shabashi bonanza TPM circle competition in division level, state level, national level(individual performance , group performance). There is a suggestion giving facility also available. In this procedure any employee could give suggestion related to their work. There are three stage of process of that suggestion, reject, on hold, accept. If the suggestion is accepted and implemented, then the suggestion giver will be rewarded from Rs.250-2,50,000. The suggestion could be given by a group of 4 people or by individual. Time to time company provides health awareness to employees. Health care facilities for Joda people, like Life Line Express,etc.

Suggestion TSL’s management fulfills the needs and wants of the employees, company provides a standard quality of life to all employees. But there are some places where the company should have to make a few rectifications.

1.

The repair and maintenance work of the houses which are provided to the TSL, Joda employees.

2.

Company should provide a better schooling facility for Joda division . And school bus for school going children. English medium and minimum upto 10th or 12th class , just like, DPS (Delhi Public School), DAV, etc. This is an off the job facility.

3. The health care facility could be more standardized. 4.

The training and development program is not good at Joda, the company should work more on that and should make it a continues process. Company should provide higher studies facilities for interested employees.

5.

TSL could provide more better quality of life at Joda division. Tata steel should provide city living life for employees of joda, which are provided at Jamshedpur, BBSR branch, and others. The working environment is good, but it could be better by renovating the internal infrastructure of the offices of Joda.

Conclusion Tata steel limited is one of the best company of India as well as of world. TSL knows for its best TQM and HR policies in the world. The employees are very much satisfied, who are working for TSL. All the employees are motivated and work together to achieve company’s goal. Because of high motivated employees TSL, Joda division increases its production this year from The employees are very lucky, who are working and who will work for TSL. The company should provide all those facilities, which it provides at other offices in India excluding Joda division. Earning of more and more money is not enough for live the life, if an

employee wouldn’t able to give time to his/her family, then he/she must be disturbed at the working duration. If the employee gives his/her best effort to the company, then the next responsibility is of the company to provide a better quality of life in return.