A Project Report on EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID

"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"

CONTENT SL. NO

PARTICUALARS

PAGE .NO CHAPTER-1

1

EXECUTIVE SUMMORY

1-5

2

INTRODUCTION TO STUDY

6-7

CHAPTER-2 3

INDUSTRY PROFILE

7-12

4

COMPANY PROFILE

13-14

5

ORGANIZATION CHART

14-16

6

DEPARTMENTAL STUDY

17-25

CHAPTER-3 7

LITERATURE REVIEW

27-47

8

DATA ANALYSIS AND INTERPRETATION

49-62

CHAPTER-4 9

FINDINGS

63-64

10

CONCLUSION

64-65

11

SUGGESTIONS & RECOMMENDATIONS

65-66

12 13

ANNEXURE:QUESTIONNAIRE BIBILOGRAPHY

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66-71 71-72

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"

EXECUTIVE SUMMARY

Shree Keshav Cements and infra Itd (formerly known as Katwa Udyog ltd) was incorporated in the year 1993, and started its production in Feb 2008. in state of Karnataka with its registered office at Belgaum, production plant is situated i1ear to lokapur, Bagalkot.

Keshav Cements ltd is engaged in manufacturing of 43 and 53grade cements, this is one of the promoting company of Katwa groups which is growing in different fields like Katwa infotech, Katwa constructions,(F&L),So as keshav cements is a another developing group of Katwa they are thinking to expand its capacity in near future.

TITLE OF THE PROJECT: "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID".

Statement of the problem: This particular topic is selected because Employee job satisfaction is a very important element, necessary for the smooth functioning of an organization. Employee surveys provide a channel for employee to communicate their views on a wide range of issues in total confidence .They help management to build up an accurate picture of how employees perceive the organization and highlight the causes of employee dissatisfaction,.

SCOPE OF THE STUDY: The scope of the study is to measure the job satisfaction level of employees in Keshav cements and Infrastructure ltd.

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"

FINDINGS : •

From the analysis it can be inferred that majority of the Employees feel that they don't have. freedom to take independent action and few are said they have freedom to take action when required so by this 1 found that employees of KESHAV CEMENTS do not have sufficient freedom to take independent action in their work.

•

Majority of Employees said that they are not involved in the decision making process feels that they are involved in decision making. By this we can say that there· is no much scope for employees ill decision making process .

•

By analysis I found that more no. of employees said that the lack of job satisfaction highly effects on performance of the employee. Some employees feel that lack of job satisfaction also effects on productivity, output, and efficiency to some extent.

•

Majority of employees feel that. higher job, satisfaction leads to higher performance where as, Few employees feel that job satisfaction does not have any impact Oil the performance. It can be said that higher the job satisfaction higher the performance of an employees.

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"

SUGGETIONS: •

It is revealed In this study that employees are not satisfied in the areas of participative decision 111uking and enough of freedom in independent action in their work. It is advisable to involve the workers in the decision making process which will enhance the interpersonal relations.

•

The Management should. Jet their employees know that they consider them valuable individuals that is, should treat the people with respect and honesty.

•

With regards,· suggestions from the employees, which they feel happy and motive them, I would like to forward these like, appreciation and recognition, healthy and good working environment.

CONCLUSION: From the study it can be concluded that the employees of this company are by and large satisfied about their job especially in connection with working environment and working hours. However majority of eh1ployees .do not appear to have an attitude of continuing in the organization for which the exact reasons could not be found out. So management can adopt and follow those factors which leads to job satisfaction and it may improve work environment and culture so that it will multiply value of satisfaction and productivity.

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"

LIMITATIONS  Some of answers were because the employees thought that they would be put into trouble.  Lack of Knowledge of employees about certain aspects was also a constraint.  Time was also constraint during the project

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"

INTRODUCTION TO STUDY Employee job satisfaction survey provides a channel for employees to communicate their view on a wide range of issues in total confidence.

Employee satisfaction survey,' was, conducted to find out the satisfaction level of the employees at "KESHAV CEMTNTS AND INFRA LTD". The other objective was to find out the areas of low satisfaction, were corrective measures can be taken.

The Employee Satisfaction Survey helps companies, to determine how their employees think and to identify employees' needs' and concerns so that improvements can be made and stronger teams can be formed. Business performance is expected to increase as more satisfied employees will increase a company's competitiveness, and they are better able to recognize opportunities and threats, and better leverage limited resources to maximize the company's profits. Other intangible benefits include the reinforcement of company goals and values, better internal and external communication, a positive working and social environment, an improved company image and increased employee loyalty.

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"

INTRODUCTION TO CEMENT INDUSTRY Man has always looked for some material to fasten other materials together. The first material to be used was clay, which had been worked with water. In general way, cement can be classified as mortar; which is used as binder in various kinds of composite building material. Next to iron and steel,' c9meniis now the most important ,binding material. Various forms of cement have been used for many years but they have been greatly improved during this century. As far as the Romans, it was known that various minerals; when treated could be used as mortar. This was the begini1ing of the cement industry.

'The fundamental principle of making cement is to take some natural minerals and treat them with heat and grinding. The heat will drive off the water and carbon dioxide. The Romans were the first to make similar to our Portland cement The year 1756 is considered as he starting point o our modern cement industry and John Sn1eaton as English Engineer, is given the credit. Portland cement takes its name from the fact that it resembles in color stone that comes from Portland England. Joseph, Aspidin, an English brick layer, in 1984 invented a hydraulic lime, which is named as Portland cement'.

Portland cement is manufactured in United States Since 1872.

Portland cement was first manufactured in India as long ago as in the year 1904 at Madras by , company called south India Industrial Limited. In the year 1912 Indian Cement Company was started in Porabandar on a rated capacity.

Now India is the second largest producer of cement with total production capacity exceeding 102.2mn tons including mini sectors. china and Japan stands first in the world in production of cement The word ‘CEMENT’ is a binder, a substance which sets & hardens independently, & can bind other materials together. The word ‘cement ’ is derived from the ‘Roman’ language “opus caementicium” to describe masonry which resembled concrete & was made from crushed rock with burnt lime as binder. Later it referred to as; cementum, cimentum, cament & cement.

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"

Cement is a chemical compound existing of lime stone or chalk, clay, sand, & gypsum to form the end product we know as cement. Cement used in construction are characterized as “hydraulic & non hydraulic” cement. Cement is mainly used in the production of ‘mortar & concrete’- the bonding of natural or artificial aggregates to form a strong building material which is durable in the face of normal environmental effects.

Cement should not be confused with ‘concrete’ as the term cement explicitly refers to the dry powder substance. Upon the addition of water & or additives the cement mixture is referred to as concrete, especially if aggregates have been added.

It is uncertain where it was first discovered the hydrate & non hydraulic cement, but concrete made from such mixtures was first used on a large scale by “Roman Engineers”. In the 18th century a big effort started in Europe to understand why some limes possess hydraulic properties. ‘John smeaton’ often referred to as ‘Father of Civil Engineering in England’ concentrated his work in this field. ‘James parker’ in the 1780s, founded the ‘Natural cement’ made by burning septaria. The invention of ‘port land cement’ is generally credited to ‘Joseph Aspedin’ an English bricklayer in 1824.

In 1838 a young chemical Engineer ‘Isac Johnson’ burned the cement raw material at high temperature until the mass was nearly vertified producing the ‘modern Portland cement’. The German chemist ‘Wilhelm michaelis’ proposed the establishment of cement standards in 1875. the use of concrete in construction grew rapidly from 1850 onwards, & was soon the dominant use for cements. Thus Portland cement began its predominant role.

Types of cement: 1) Portland cement 2) Portland cement blends  Portland blast furnace cement  Portland fly ash cement  Portland pozzolan cement  Portland silica fume cement  Masonry cements  Expansive cements Babasabpatilfreepptmba.com

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"  White blended cements  Colored cements  Very finely ground cements 3) Non Portland hydraulic cements  Pozzolan-lime cements  Slag-lime cements  Super sulfated cements  Calcium aluminate cement  Calcium sulfo aluminate cement  Natural cement

Indian Cement industry The cement industry is experiencing a boom on account of the overall growth of the Indian economy primarily because of increased industrial activity, flourishing real estate business, growing construction activity, & expanding investment in the infrastructure sector. The performance of the industry, under different policy regimes, truly establishes that decontrol of the industry & liberalization of the economy has led to remarkable improvement in the indicators such as installed capacity, capacityutilization, per capita consumption & exports. .

Cement is an essential component of infrastructure development & most important input of construction industry, particularly in the government’s infrastructure & housing programs, which are necessary for the country’s socioeconomic growth & development. It is also the second most consumed material on the planet. The Indian cement industry is the second largest producer of cement in the world just behind China, but ahead of the United States & Japan. It is consented to be a core sector accounting for approximately 1.3% of GDP & employing over 0.14 million people. Also the industry is a significant contributor to the revenue collected by both the central & state governments through excise & sales taxes.

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"

OVEERVIEW OF THE COMPANY Shree quality cements limited was incorporated in the year 1981 and started its operation in 1987, near to lokapur, Mudhol taluk, Bagalkot. It was started by Shree B.N.Shah, . The reason behind starting this industry in this area was heavy demand and and availability of raw material. The total urea of plant is 35 acres. In the year 1993, due to some major problems like labors, and electricity it was become sick unit and it was closed its operation.

In 2007 Katwa Udyog Itd purchased this plant in public auction sales held by DRT Pune. It changed its name as KESHAV CEMENTS AND INFRA LTD and it started its production in feb 2008 with the investment of 18crores.The present capacity of this plant is 200TPD. It has got 300 acres own mines, presently under litigation.

In order to meet long term organizational goals of growth, adapting the latest technologies, and attaining competitive advantages through economics of Scale, the company now expanding its capacity 200-400 TPD.

Growth of the company The company started its production with installation of wet process kiln of 200 TPD capacities with the growth of market .demand. Thus making the total production capacity from 200-400 TPD. In order to .meet the increasing demand for cement and achieve the economy, the management has modernized its plant and has set up 400 TPD capacities. In order to overcome the critical power problem the company has installed the diesel generating machines of its modernization plan. Now 1l1anagement making investment about Rs 25 cores for materialization and pollution control programs.

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"

Swot analysis of keshav cements The overall evaluation of a company's strengths, weaknesses, opportunities & threats IS called swot analysis. Every company Wants to know its strength, weakness, and opportunities and threats so that it's easy for them to convert its weakness and threats into opportunities and survive in the market.

Similarly following is the swot analysis of keshav cements:

Strengths: •

Location; the keshav cements is ,located " I km away from Lokapur on a land of its 35 acres. The town is well connected by roadways.

•

Raw material: the main source of raw material is lime stone Bagalkot district is having a very rich source of lime stone belt. the plant is located near the raw material resource. The other raw material includes silica, gypsum, Bauxite etc' that are purchased from outside suppliers.

•

Water: Water is also important as it is used In, the manufacturing process of keshav cement. The company has source of water.

•

Power: the company has a dual system of purchased & itself generated power. The plant is dependent on the KPTCL for the rest of power requirements.

Weaknesses 1. Less advertisement facility.

2. No Sophisticated technology.

3. Lack of experienced workers

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"

Opportunities 1. Heavy demand for cement in this area and wide market to sell 2. They can minimize the cost of production by installing the new technologies & equipment.

3. It can make alignment with the nearer cement industries like ACC Cement.

Rajashree Cement, Birla etc.,

Threats 1. Heavy completion from branded and well accepted cements like Rajashree, ACC, Birla etc., 2. Old technology used in production of cement.

Vision “Continue to be moving force in our national progress”

Mission “To provide product of superior quality at competitive price and ensure sustained profitability and growth. Believe that our people are the most valuable assets, personnel & organizational growth synonymously.”

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"

COMPANY PROFILE

Name of the organizational

Keshav Cements & Infra Ltd [Katwa Udyog Limited]

Works Place

:

Plant-2 at Naganpur-587122 Post : Lokapur Tq: Mudhol Dist: Bagalkot

Registered Office

:

“JYOTI TOWER” 215/2, Kharbar Galli 6th Cross, Nazar camp, M. Vadagoan BELGAUM-590005

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"

ORGANIZATIONAL STRUCTURE

BOARD OF DIRECTORS CHAIRMAN (SHRI H D KATWA)

WICE-CHAIRMAN (VENKATESH KATWA)

MD (VILAS KATWA)

VICE PRESIDENT (SAINATH)

G M (TECH) T G RAVIRAJ

G M (ADMST) B B KHATARKI

PROCESS ENGR

STORES MNGR QUALITY CONTROL

CHIEF BURNER

STORE KEEPER

CHEMISTS

ELECTRICIANS

HELPERS

HELPERS

HELPERS

HELPERS

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ELECTRICAL INCHARGE

MECH ENGR

OPERATORS

HELPERS

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"

SHRI KESHAV CEMENTS & INFRA LTD ORGANIZATION PROFILE

COMPANY

INFORMATION

Name of the Company

M/s.Keshav Cement Ltd

Adress

S.No. 346LOKAPUR Bagalkot- 587313

Head office

“Jyoti Tower” 215/2, Karbhar Galli, 6th lane, Nazar camp, M. Vadgaon Belgaum- 590005

Constitution

Public Limited Company

Year of Incorporation

1993

Products

Ordinary Portland Cement, Pozzolonic Cement, Blast furnace Cement, White Cement

Land Area

22 .36 Acres

size of the Industry

Medium scale Industry

Capacity

225 Tonnes Per Day (TPD)

Brand Names

Jyoti Gold, Jyoti Power &, Keshav Cements

Market reach

Karnataka, Maharashtra &, Goa

Technology used

West German VSK Technology

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"

BACKGROUND Shri Keshav Cement & Infra. Ltd. (KCIL) is Public limited Company incorporated in the year 1993 to manufacture 43 grade & 53 grade Ordinary Portland Cement. We went into Public during 1995. The company raised capital via IPO during 1995 to raise capital of 512.42 lakhs which was over subscribed by 12 times. The stocks are actively traded in Mumbai Stock Exchange. The company has posted profits since inception.

Presently our “Jyoti Gold & Jyoti Power” cement brands are very popular in the cement market. & now we are marketing as “Keshav cements” brand in the market.

We supply our cement in North Karnataka, Goa & Maharashtra.

Keshava Infotech Ltd. (KIL) is a medical transcription unit engaged in providing services to American Hospitals and Clinics. The company commenced commercial operations in 2000 by appointing 50 professionals & today is a 250+ organization. Katwa Infotech Ltd. has paid up capital of Rs.50 lakhs. In FY 06-07, the company achieved sales & PAT of Rs. 354.50 Lakhs & Rs. 268.68 Lakhs respectively. KIL holds 100% stock in Scribe Care, a US based marketing firm. Scribe Care brings in value to the services provided by getting significantly higher prices & better realization. Both these companies are making profits & paying dividends.

Keshava Finlease Limited incorporated in 1995, commenced its business of hire purchase finance for automobiles in 1996. The RBI granted registration to the Company under section 45IC of the reserve bank of India act, 1934 & classified it as a hire purchase Company under ‘A’ category.

Keshava Construction Co. Ltd. is engaged in construction of luxurious flats targeting mainly to NRI’s. we have got site at Corlim, which is just 8 km from Goa in Panji.

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"

FUNCTIONS OF DJFFERENT DEPARTMENTS ADMINISTRATIVE DEPARTMENT: The main functions of this department IS time keeping, issuing punch cards,. keeping records like leaves,. Promotions etc. providing welfare, wage, salary, al1owances all will be carried out by this department.

It handless recruitment and appointment of the required staff for various dept, later induction program for new employees and providing training for existing and new employees will be taken care by this department.

TECHNICAL DEPARTMENT: The main function of this department is to control all. technical issues and control all other departments like process, quality control, stores electrical and mechanical departments.

Quality control department the laboratory of keshav cements is well equipped with all modern instruments of testing cement. Here the cement sample is taken for test and is tested on the basis of specialization as recommended by the IS1 and cement association of India. The features like setting time, compressive strength, color limestone, quality clinker qua1ity, gypsum, iron and grade of cement is tested to its satisfaction and the similar process is carried on for all production of cement tones.

1. Stores department: in stores department the things, which are required by the various department of factory are stored in proper way and in systematic made systematic arrangements, ďƒ˜ To receive & unload all materials verity the quality & quantity on receipt. ďƒ˜ To check delivery challan of parities Babasabpatilfreepptmba.com

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"  To offer materials for inspection & issues, using Bin cards  To receive the non-excisable goods, receive goods Refection Note along with materials from works departments .  To issue Refection delivery challan to account via. Shipping Depts.  To appraise mgt. of the need for capital expenditure.

Electrical department: it is the department which stores the power so generated in D.G. department and centre of power supply and thus it regulates the power supply to the department in an economical way. It looks after the power supply and requirement of power in different department and supplies regularly. , Production department: It is the one of the important part of the organization, which converts available raw material into saleable goods. It looks after the production of the cement and without this department manufacture, process will not be carried out. All the functions like crushing, kiln, heating, packing all will be carried by this department.

Mechanical department: This department deals with the machines. It will look after the smooth working of machines and take measures of break clowns and improper machines.

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"

PRODUCT PROFILE Keshav cements and infra ltd is manufacturing 43 and 53 grade cements: Following are the chemical ingredients arid their properties used in cement: Lime

CaO

60-70%

Silica

SiO2

17-25%

Iron Oxide

Fe2O3

0.5-0.6%

Alumina

Al2O3

3-8%

Gypsum

CaSO4

Magnesium Oxide

MgO

1-4%

Sulphur Oxide

So3

1-3%

Alkali’s like-Soda potash

Na2O2K2O

0.1-1%

3-4%

Effect of chemical constitutes 1. Lime: It makes the cement sound ancl pro\i'ides strength to cement. However the excess of it in its origin from causes the cement to expand and disintegrate.

2. Silica: It: provides strength to the cement but in excess it slows down the setting point of cement.

3. Gypsum: It helps in increasing the initial setting time of cement.

4. Iron Oxide: It provides color, bareness to the cement excess if it in the Free State makes the cement unsound.

5. Sulphur trioxide: In a small quantity it makes the cement sound and in excess it makes the cement unsound.

6. Alkalies: In excess they cause effloreness loss of strength of cement by storage cement loses its strength by continued storage:

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"

Production process of cement: The cement manufactured by following dry method the chief raw materials required are limestone, slag, coal, Bauxite etc.

Limestone: .

The process starts with quarry where the limestone is found. Lime stone is chief raw materials used. The contents of limestone are calcium carbonate (cac03 98%).

Lime is formed after heating the limestone & carbon dioxide is released as by product. Further the limestone has to be processed by reducing them in there size. This is done by feeding the limestone into the crusher. The limestone is reduced to the size round about 20-25mm.

Stockpile/blending: The crushed raw materials are stored ready for use in many plants; a buildings stockpile is used in order to assist in checking any chemical variations in the raw materials comll1g from quarries. A stocker builds up a layer upon layer to from the stockpile; Depending on area 0\' the quarry it comes from each layer may have slightly different composition.

Raw milling / Ball mill After milling in the correct proportions the limestone & the shale are fed to a mill where they arc ground to a fine powder called raw meal. In most modern plant, a closed circuit hall milling system is used.

The ball mill basically a steel tube containing steel balls ranging is size typically from 90mm downwards. The ball gradually grinds the raw Materials to a fine powder. The mi II is usually of single chamber design & may be fitted with a classifying liming. The lining has the effect of grinding the ball sizes of that the larger balls at the inlet end when the larger pieces of raw material have to be broken & smaller balls at the outlet end where the finger grinding takes place

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"

Raw mill blending The raw mill is then conveyed to silos for tile future blending. It is essential for raw meal to be of consistent chemical quality, if problems at the kiln stage are to be avoided. The base of the blending silo is divided into segments. covered with porous tiles or canvas blending is achieved by arranging for up to three times as much air to be blown through one action of the base compared to the others tumbling mixing action is imported the raw meal after predetermined mixing time, or when the technical depaJtme11t is satisfied, that the raw mill is of consistent chemical composition.

Raw mill storage The raw mill is from blending silo’s blow. It is now ready to be introduced to the next stage of the process, the kiln system Pre-heater (4 stage suspension):The raw meal passes through a pre-heater. This 4 stages suspension pre-heater is just one of the many types in use. It consists the 4 stage of cyclones. Hot exhaust gases from the kiln enter the bottom of the pre-heater column at the stage 4 cycle one & travel upwards through each of the .other stage. The raw meal is fed the gal' dust frol11 the stages 2 cyclone. The meal is. immediately picked up by the hot gas & carried into the stage 1. This process continues until the meal falls from the stage 4 cyclone & into the kiln i,i let chute or hearth. At reaching pre-heat stage, heat from the hot gases is transferred to the meal. Then gases from the kiln enter the pre-heater at about 1000 degree centigrade & leaves stage I at about 350*c the raw meal leaves stage at about 800*c.

Calcinations At this temperature of 800c, the calcinations of the calcium carbonate in the raw meal, that is conversion of cac3 line has started. About 30% of calcinations will have take place by the time the raw meal reaches the kiln

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"

Dust control electrostatic precipitators: To prevent dust from, the kiln or raw milling system entering the atmosphere, the gas is passes through electrostatic precipitators. To condition the dust laden gas using a water spray, either in pre-heated: in as external conditioning lower.

As the dust laden gas enters theehan1bcr in which .electrodes & earthed collector plates by vibrating the collector plates periodically the dust drops into the happer & is returned with the raw meal to the kiln system.

The cleaned exhaust gas, mainly carbon dioxide nitrogen & water vapour, can then be safely released into the atmosphere.

Kiln: The partially pre-heated clacinized raw meal is fed to kiln through a steel tube typically with a length to diameter ratio of 16:0 I & in clined at an angle of about 3*.

It rotates at a speech of3rpm all a system of rollers & is driven through a mounted belt around the circumference. The seals at either end of the kiln are designed to prevent the ingress of cold air & to accommodate expression & rotation. The kiln is lined refractory bricks & fired either by oil or gas at the lower end.

If coal is used, it must be pulverized often using a ring roller mill such as this. If heavy fuel oil is used, it must first be heated to reduce its viscosity & aid atomization. Raw meal from the pre-heater enters at the end & 'gradually moves down that the kiln rotates. At firstly of the calcinations takes place so that the feed consists mostly of lime, silica, alumina & iron all in a hot reactive state.

The hottest part of the kilns near the tip of the frame. This is the burning zone where the feed as at temperature of around 14S0*c & is in a partially molten state it is here that the four main constitutes of the feed by chemical reaction from cement clinker.

Clinker: A mix of complex compounds referred to in cenient chemist's nations as c2s, c3a & c4af.

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"

Grate cooler: Author type of cooler is commonly used in the grate cooler. There is an empty cooler; the reciprocating grate through which air is blown is visible.

As the clinker moves ,dong the' grate air cools it & the air itself cools the pre-heater prior to relating the kiln as secondary combustion air. However, more 'air is required for conibustiol1 is blown through the gate some of this excess hot air is used to dry & cool the fired plants after cooling the clinker is stored ready for grinding into cement.

Cement milling: The mixture of clinker &. gypsum now passes to the cement mill. Ordinarily, the cement ball mill is sill1ila'r to the raw mill. The cement mill is divided into 2 or 3 chambers by perforated steel diaphragms, each chamber containing a range of ball sizes, but because cement required finer grinding the smallest balls is smaller than those in a raw mill.

Classifying lining is often used in the 2nd chamber mill to separate the ball size.

Open circuit milling: Open circuit milling is often used for ordinary Portland cement (opc). Here the cement is ground to required fineness in one pass through the mill. Open circuit mills are generally longer than closed circuit mills for this reason. The ground cement is conveyed directly away & the mill is vented in u dust filtration system.

Closed circuit milling: In a certain circumstances closed milling can have advantage consuming less overall. The closed circuit system is similar classifier to that used raw power Milling a separating out the coarse. fiction of .the mill production & returning it to the mill for further grinding.

This particularly suitable for hardening cement RHC that has to be ground very finally.

Storage: From milling the system, the cement is often pumped through pipes by what is basically a screw rod blower. The speed screw delivers the Cement into a high volume airflow provided by compressors. The air conveys the cement along a pipeline to storage silos.

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"

Brief procedure of cement manufacturing: Limestone is excavated from quarries situated near by the factory & transported by dumpers to the crusher where the limestone is broken into pieces by the use of hammer.

The broken pieces/crushed limestone is transported to the raw mill through conveyer belts & then the ground to powder. Grounded powder is mixed with literate. Output is in a powder from & is called raw meal. The raw meal is fed into kilns where it is burnt by pulverized coal resulting in the product called clinker. .

Clinker along with a small percentage of gypsum added according to requirement is ground in cement mill to form a powder which is called naked cement stocked in silos.

The cement is called ordinary Portland cement. Naked cement from the silos is bagged by automatic packing machine.& dispatched by rail & road transport

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"

HUMAN RESOURCE MANAGEMENT History always gives us Encouragement to move in a right direction.

If we look back we find that industries, which are not having ERD department or administration always not concentrated on good relation with labors, they treat them only as jf they are low minded and low graded people and not as vast human resource for the company. Therefore there is always dispute between them. Here comes the importance of HRD i.e. Human Resource Management.

Organizations are made up of people and function through people, without people organization cannot exist. The resources of men, money material and machinery are collected, coordinated and utilized through people. These resources are not by themselves enough for fulfilling the objectives of .organization. They need to be united as a team. All the activities of an organization are carried out by people therefore people are most significant resources of any organization. This resource we call as a human resource and managing this is called human resource development.

MEANING AND DEFINITION OF H.R.D: H.R.D. is the systematic method of influencing the quality of human life. The meaning of H.R.D is to develop the people and help them to perform the present job in a better way to accept future challenges.

It is defined as. a process of organization and .increasing the physical mental and emotional or individuals for productive work. I am carrying out my project in HR Department. Thus would like to discuss some thing about this department.

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"

MAIN AIM OF HRD: Its main heart lies in overall development of mankind HRD with reference to industry as it cover scientific selection of workers to the termination of workers.

Objectives:  Optimum utilization of human resources of the industry by increasing productivity.  Identifying the individual talent and skill which gives an opportunity for the development of personality of the individually in the organization .  It creates and develops organizational health, culture and good atmosphere in campus  It reduces the absenteeism and labor turnover.

The important functions of HRD are: Framing Personnel policies  Evolving personal policies in tune with the corporate objectives.  Developing, reviewing, updating & ensuring continuous implementation of personal policies, systems & procedures.

Manpower planning  Coordination with heads of the department to prepare a manpower blue print for the company from year to year.  Overseeing the recruitment activities for executives.

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" Performance management system  Designing & developing a performance review system.  Evolving employee remuneration packages, incentive schemes, labour welfare measures etc.

Training & Development  Carrying. out assessment of training needs· Of various levels and preparing a perspective plan for training on a yearly basis.  Implementing the training calendar by coordinating in-house and external training pro grams.  Design & implementation of indication.

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"

ABOUT JOB SATISFACTION Job satisfaction refers to person's feeling of satisfaction on the job, which acts as a motivation to work. It is not self satisfaction, happiness or self-contentment but satisfaction on the job.

The term relates to the total relationship between individual and the employer for which he is paid. Satisfaction does mean the simple feeling state of accompanying the attainment of any goal the end-state is feeling accompanying the attainment by an impulse of its objective. Job satisfaction does mean absence of motivation "at work.

Research workers differently described the factors contributing to job satisfaction and job dissatisfaction.

Job satisfaction is defined the pleasurable emotional state resulting from the appraisal of one's job as achieving or facilitating the achievement of one's job values." In contrast, job satisfaction is defined as "the unpleasurable emotional state resulting from the appraisal of one's job as frustrating or blocking the attainment of one's job values or as entailing disvalues. " However, both satisfaction and dissatisfaction were seen as "a function of the perceived relationship between what one perceives it as offering one entailing."

The key measure to employee satisfaction is  Employee retention  Productivity  Customer satisfaction  Profitability

All the above mentioned factors are obtained only if the employees are satisfied. This is because satisfied employees tend to be more. Creative, tend to accept challenging jobs which is an promotional opportunity to them ,They tend to be more productive.

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"

Employees with higher job satisfaction: Believe that the organization will be satisfying in the long run. Care about the quality of their work Are more committed to the organization Have higher retention rates, and Are more productive.

Meaning and Definition: Locke gives a comprehensive definition of Employee Satisfaction “A pleasurable positive emotional state resulting from appraisal of ones perception of how well their job provides those things which are viewed as important. It is generally recognized in the organizational Behavior field that employee's satisfaction is the most important and frequently studied attitude".

Definitions of the concepts: To understand the concept clearly, it is better to understand the literal meaning of them.

Therefore to understand the term "Employee Satisfaction" it is very much important to know the words "Employee" And "Satisfaction" separately.

Employee: According to the Oxford Dictionary the meaning of the "Employee is a Person employed for Wages". A person who works for another, in return, for financial or other compensation.

According to Employees State Insurance Act, 1948, An Employee is defined as the one who is directly employed by the principal employee or whose services are temporarily lent to by another with whom the employee has a contract of service. The act also says that employee also includes any person employed for the wages or any work Babasabpatilfreepptmba.com

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" connected with the administration of the factory or establishment or any department or branch there of or with the purchase of raw materials for or the distribution of scales of the products of the factory or establishment. The act also covers any person engaged as in apprentice, not being an apprentice under the Apprefltice Act, 1961 or under The Standing Orders of the establishment, but does not include any member of the Indian Naval, Military or Air-forces".

Satisfaction: According to the Oxford Dictionary the meaning of the satisfaction means "atonement or compensation or a situation where the expectations have been met".

According to the Dictionary of Psychology by J. Akinson, E. Berne & R.S. Woodworth, Satisfaction means "A State of pleasant & wellbeing consequent upon having gratified an appetite or motive".

Welfare means fairing or doing well. It is a comprehensive term, and refers to the physical, mental & emotional well being of an individual.

The ILO at its Asian Regional Conference defined “Labours welfare as a term which is understood to include such services, facilities and Amenities and may be established or in the vicinity in them with amenities conducive to good health & high morale.

The Oxford dictionary defines labours welfare as “efforts to make life worth living for workmen”.

Chambers dictionary defines as “a state of fairing on doing well, freedom from calamity, enjoyment of health, prosperity etc.

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"

Need for Labour welfare in India The need for labours welfare was strongly felt by the committee of the royal commitment to industrial work among the factory work and also the harsh treatment receives from the employees since the developing country like India. This need was emphasized by the constitution of India in the chapter on the directive principle of state policy in the following articles.

Importance of Employee Satisfaction: 1. Tracking the attitudes and opinions of employees can identify problems areas and solutions related to management and leadership, corporate policy, recruitment, benefits, diversity, training, and professional development.

2. A comprehensive employee satisfaction study can be the key to a more motivated and loyal workforce.

3. The first step is to understand exactly which issues have the greatest impact on employee satisfaction.

4. The findings of the employee satisfaction survey will tell you exactly bow much more important one issue is over another so that you can focus your performance improvement initiatives appropriately.

5. In analyzing the data, we can define and refine issues that need addressed, such as overall job satisfaction, professional fulfillment, employee motivation and commitment, likelihood to stay with the organization, pay level, corporate goals and Objectives.

6. Survey results can be segmented by employee position, length of employment, full-time vs. part-time, etc.

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" FACTORS AFFECTING EMPLOYEE SATISFACTION. 1. Achievement 2. Recognition 3. Work itself 4. Responsibility 5. Advancement 6. Personal growth 7. Company policy and administration 8. Supervision 9. Relationship with supervisor 10. Work conditions 11. Salary 12. Relationship with peers 13. Personal life 14. Relationship with subordinates 15. Status 16. Security

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"

THEORIES OF EMPLOYEE SATISFACTION. DAVID MCCLELLAND’S MOTIVATIONAL NEED THEORY David McClelland is most noted for describing three types of motivational need, which he identified in his 1988 book, Human Motivation: •

Achievement motivation (n-ach),

•

Authority or power motivation (n-pow),

•

Affiliation motivation (n-affil).

Davidic McClelland’s needs-based motivational model These needs are found to varying degrees in all workers and managers, and this mix of motivational needs characterizes a person's or manager's style and behavior, both in terms of being motivated and in the management and motivation others.

The need for achievement (n-ach) The n-ach person is 'achievement motivated' and therefore seeks achievement, attainment of realistic but challenging goals, and advancement in the job. There is a strong need for feedback as to achievement and progress, and a need for a sense of accomplishment.

The need for authority and power (n-pow) The n-pow person is 'authority motivated'. This driver produces a need to be influential, effective and to make an impact. There is a strong need to lead and for their ideas to prevail. There is also motivation and need towards increasing personal status and prestige.

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"

The need for affiliation (n-affil) The n-affil person is 'affiliation motivated', and has a need for friendly relationships and is motivated towards interaction with other people. The affiliation driver produces motivation and need to be liked and held in popular regard. These people are team players.

McClelland said that most people possess and exhibit a combination of these characteristics. Some people exhibit a strong bias to a particular motivational need and this

motivational

or

needs

'mix'

consequently

affects

their

behavior

and

working/managing style. McClelland suggested that a strong n-affil 'affiliationmotivation' undermines a manager's objectivity, because of their need to be liked, and that this affects a manager's decision-making capability. A strong n-pow 'authority-motivation' will produce a determined work ethic and commitment to the organization, and while npow people are attracted to the leadership role; they may not possess the required flexibility and people-centered skills. McClelland argues that n-ach people with strong 'achievement motivation' make the best leaders, although there can be a tendency to demand too much of their staff in the belief that they are all similarly and highly achievement-focused and results driven, which of course most people are not.

McClelland’s particular fascination was for achievement motivation, and this laboratory experiment illustrates one aspect of his theory about the affect of achievement on people's motivation. McClelland asserted via this experiment that while most people do not possess a strong achievement-based motivation, those who do, display a consistent behavior in setting goals.

Volunteers were asked to throw rings over pegs rather like the Fair ground game; no distance was stipulated, and most people seemed to throw from arbitrary, random

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"

distances, sometimes close, Sometimes farther away. However a small group of volunteers, whom McClelland suggested were strongly achievement-motivated, took Some care to measure and test distances to produce an ideal challenge- not too easy, and not impossible. Interestingly a parallel exists in biology, known as the 'overload principle', which is commonly applied to fitness and exercising, i.e., in order to develop fitness and/or strength the exercise must be sufficiently demanding to increase existing levels, but not so demanding as to cause damage or strain. McClelland identified the same need for a 'balanced challenge' the approach of achievement-motivated people.

McClelland contrasted achievement-motivated people with gamblers, and dispelled a common pre-conception that n-ach 'achievement motivated' people are big risk takers. On the contrary - typically, achievement-motivate din individuals set goals which they can influence with their effort and ability, and as such the goal is considered to be achievable. This determined results-driven approach is almost invariable present in the character make-up of all successful business people and entrepreneurs.

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" McClelland suggested other characteristics and achievement-motivate people: Attitudes of •

Achievement is more important than material or financial reward.

•

Achieving the aim or task gives greater personal satisfaction than receiving praise or recognition.

•

Financial reward is regarded as a measurement of success, not an end in itself.

•

Security’s not prime motivator, nor is status.

•

Feedback is essential, because it enables measurement of success, not for reasons of praise or recognition (the implication here is that feedback must be reliable, quantifiable and factual).

•

Achievement-motivated people constantly seek improvements and ways of doing things better.

•

Achievement-motivated people will logically favor jobs and responsibilities that naturally satisfy their needs, i.e. offer flexibility and opportunity to set and achieve goals, e.g., sales and business management, and entrepreneurial roles.

McClelland firmly believed that achievement-motivated people are generally the

ones who make things happen and get results, and that, this extends to getting results through the organization of other people and resources, although as stated earlier, they often demand too much of their staff because they priorities achieving the goal above many varied interests and needs of their people.

Interesting comparisons and relationships can be drawn between McClelland's motivation types, and the characteristics defined in other behavioral models, e.g.

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" Benziger's thinking and working styles: Achievement-motivation is A double-frontal brain mode style; affiliation-motivation is right basal (rear); authority-motivations arguably left basal (rear).

Adair's action-centered leadership model: Achievement-motivated Managers are firmly focused on the Task, often to the detriment of The Individual and the Team.

Affiliation-motivation people are Team And Individual centered.

Thomas International (Perform ax) DISC system: Achievement motivated people are 'D' profiles - results-driven, decisive, dominant, etc. Affiliation-motivated people are I (proactive) and S (reactive) profile Authority-motivated people are Sand C profiles.

Hersey/Blanchard's Situational Leadership model: Achievement motivated people tend to favor the styles of the first and second modes ('telling' and 'selling'); affiliationmotivated people tend to favors the third mode ('participating'); and the authoritymotivated people tend to favor the style of mode four ('delegating').

McGregor XY Theory: Achievement-motivated people tend towards X-Theory style, due to their high task focus; there is plenty of Exception however, and training definitely helps the n-ach manager to seethe value of employing Theory Y style. n-pow managers are Definitely Theory X. n-affil are typically Theory Y and if not can relatively easily be trained to be so.

Hertzberg motivators and hygiene factors: n-ach people are more Responsive to the Hertzberg motivators (especially achievement obviously) an n-affil and n-pow people.

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"

ADAM’s. EQUITY THEORY John Stacey Adams -equity theory on job motivation John Stacey Adams, workplace and behavioral psychologist, put forward his Equity Theory on job motivation in 1963. There are Similarities with Charles Handy's extension and interpretation of previous simpler theories of Maslow, Hertzberg and other pioneers of work place psychology, in that the theory acknowledges that subtle and variable factors affect each individual's assessment and perception of their relationship with their work, and thereby their employer. Awareness and cognizance feature more strongly than in earlier models, as does the influence of colleagues and friends, etc, in forming cognizance, and in this particular model, 'a sense of what is fair and reasonable'.

Adams' equity theory We each seek a fair balance between what we put into our job and what we get out of it. Adams calls these inputs and outputs. We form perceptions of what constitutes a fair balance or trade of inputs and outputs by comparing our own situation with other 'referents'(reference points or examples) in the market place. We are also influenced by colleagues, friends, partners in establishing these benchmarks and our own responses to them in relation to our own ratio of inputs to outputs.

If we feel are that inputs are fairly and adequately rewarded by outputs (the fairness benchmark being subjectively perceived from market norms and other comparables references) then we are happy in our work and motivated to continue inputting at the same level.

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"

Inputs are typically: Effort,

loyalty,

commitment,

Outputs are typically

hard skill,

adaptability,

work, People

Financial

rewards

-

pay,

salary,

ability, need to feel expenses, perks, benefits, pension flexibility, that there is arrangements, bonus and commission –

tolerance, determination, heart a

fair plus

intangibles

-recognition,

and soul, enthusiasm, trust in our balance

reputation, praise and thanks, interest,

boss and superiors, support of between

responsibility, stimulus, travel,

colleagues

training,

and

subordinates, Inputs and

personal sacrifice, etc.

Outputs.

development,

sense

of

achievement and advancement,

promotion, etc.

If we feel that our inputs out-weigh the outputs then we become demotivated in relation to our job and employer. People respond to this feeling in different ways: generally the extent of demotivation is proportional to the perceived disparity between inputs and expected outputs. Some people reduce effort and application and become inwardly disgruntled, or outwardly difficult, recalcitrant or even disruptive. Other people seek to improve the outputs by making claims or demands for more reward, or seeking an alternative job.

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"

ABRAHAM MASLOW’S HIERARCHY OF NEED MOTIVATIONAL MODEL Abraham Maslow developed the Hierarchy of Needs model in 1940-50's USA, and the Hierarchy of Needs theory remains valid today for understanding human motivation, management training, and personal development. Indeed, Maslow's ideas surrounding the Hierarchy of Needs concerning the responsibility of employers to provide a workplace environment that encourages and enables employees to fulfill their own unique potential (self-actualization) are today more relevant than ever. Abraham Maslow's book Motivation and Personality, published in 1954 (second edition 1970) introduced the Hierarchy of Needs, and Maslow extended his ideas in other work, notably his later book Toward a Psychology of being, a significant and relevant commentary, which has been revised in recent times by Richard Lowry, who is in his own right a leading academic in the field of motivational psychology.

Abraham Maslow was born in New York in 1908 and died in 1970, although various publications appear in Maslow's name in later years. Maslow's PhD in psychology in 1934 at the University of Wisconsin formed the basis of his motivational research, initially studying rhesus monkeys. Maslow later moved to New York's Brooklyn College.

Maslow's original five-stage Hierarchy of Needs model is clearly and directly attributable to Maslow; later versions with added motivational stages are not so clearly attributable. Maslow's Hierarchy of Needs has been extended through interpretation of Maslow's work by other people, and these augmented models and diagrams are shown as the adapted seven and eight-stage Hierarchy of Needs models below. There is some uncertainty as to how and when these additional three stages (six, seventh and eighth 'Cognitive', 'Aesthetical', and 'Transcendence') came to be added, and by whom, to The

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" Hierarchy of Needs model, and many people consider Maslow's 'original five-stage Hierarchy Of Needs model to be the definitive (and perfectly adequate) concept.

Maslow's hierarchy of needs Each of us is motivated by needs. Our most basic needs are inborn, having evolved over tens of thousands of years. Abraham Maslow's Hierarchy of Needs helps to explain how these needs motivate us all. Maslow's Hierarchy of Needs states that we must satisfy each need In turn, starting with the first, which deals with the most obvious needs for survival itself.

Only when the lower order needs of physical and emotional well being are satisfied are we concerned with the higher order needs of Influence and personal development.

Conversely, the things that satisfy our lower order needs are swept away, we are no longer concerned about the maintenance of our higher order needs. Maslow's original Hierarchy of Needs model was developed between1943-1954.

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"

FREDERICK HERTZBERG MOTIVATIONALTHEORY Frederick Hertzberg’s motivation and hygiene factors Frederick Hertzberg’s book 'The Motivation to Work', written with research colleagues B Mausner and B Snyderman in 1959, first established his theories about motivation in the workplace. Hertzberg's work, originally on 200 Pittsburgh engineers and accountants, has become one of the most replicated studies in the field of workplace psychology.

Hertzberg was the first to show that satisfaction and dissatisfaction at work nearly always arose from different factors, and were not simply opposing reactions to the same factors, as had always previously been (and still now by the unenlightened) believed.

He showed that certain factors truly motivate ('motivators'), whereas others tend to lead to dissatisfaction ('hygiene factors').

According to Hertzberg, Man has two sets of needs; one as an animal to avoid pain, and the other as a human being to grow psychologically.

He illustrated this also through Biblical example: Adam after his Expulsion from Eden having the need for food, warmth, shelter, safety, etc., - the 'hygiene' needs; and Abraham, capable and achieving great things through self-development - the 'motivational' needs.

Hertzberg's research proved that people will strive to achieve hygiene needs because they are unhappy without them, but once satisfied the effect soon wears off satisfaction is temporary.

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"

METHODOLOGY TOPIC: STUDY ON EMPLOYEES JOB SATISFACTION DATA COLLECTION METHOD: Data was collected from both primary and secondary sources of information.

PRIMARY DATA COLLECTION SOURCES: All necessary information about the company was collected from meeting employees and discussion with company guide B.B. Katarki (administrative manager).

SECONDARY SOURCES: Data was collected from internal and external secondary sources like, published articles, prospectus, website etc.

SAMPLING ELEMENTS: Employees of Keshav cements and infra ltd.

SAMPLING METHOD: The sampling method that was used is non random sampling.

SAMPLING SIZE Sample size is 50 employees of Keshav cements and Infra ltd,

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"

MANAGEMENT PROBLEM: Problem of high absenteeism and labor Turnover, Company wants to know causes for this problem.

RESEARCH PROBLEM To Study the employees job satisfaction in the company.

PURPOSE OF THE STUDY Job satisfaction is one of the important: criteria where company can thoroughly understand the labors and there problems and causes for labor turnover and company can take measures. In order to understand the perception of the employees in this regard,. I have chosen this topic and designed a questionnaire.

TOPIC: "EMPLOYEE JOB SATISFACTION AT KESHAV CEMENTS AND INFRA LTD."

OBJECTIVE  To measure Job satisfaction level from different perspectives.  To study the impact of job satisfaction on employee morale .  To find out the effectiveness of safety and health care measures taken by KESHAV CEMENT Works  To identify the perceived importance of satisfaction factors and the issues causing dissatisfaction.

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"

1. Do you think that the superior has to closely monitor the activity of an employee?

Option

No of respondents

Percentage

Yes

17

34

No

20

40

Don’t know

13

26

45

40

40 34

35 30

26

25

20

20

Yes No

17

Don’t know 13

15 10 5 0

No of respondents

Percentage

Analysis In this table we find and also I think 34%employee are the superior has to closely monitor activity of an employee. And 40% of employee said .superior not has closely monitor the activity an employee. And some 26% of employee don’t know about this things.

In this above table It can be inferred that the 40%f the Employees of KESHAV CEMENTS said that they are superior not has top closely monitor activity of an employee .but 34%of employee are superior has to closely monitor activity of an employee . so last we can find KESHAV CEMENT EMPOLEE ARE It MEANS 60%not satisfied with superior has to closely monitor activity of an employee

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"

2. As an employee do you think that lack of satisfaction in jobs leads to.

Option

No of respondent

In%

Lower productivity

2

4

Lower performance

26

52

Poor output

5

10

Lack efficiency

10

20

Absenteeism

2

4

All the factors are relevant

5

10

60 52 50 Lower productivity

40

Lower performance

30

Poor output

26

Lack efficiency 20

20 10

10 2

5

Absenteeism

10 2

5

4

10

All the factors are relevant

4

0 No of respondent

In%

Analysis 52% of the employee said that lack of job satisfaction in job directly affects on their performance , 20% said that efficiency will decrease ,10%of the employee said these all factors are relevant From above it can be inferred that majority of the employees of KESAV CEMENT feel that lack of job satisfaction highly effects on job performance of the employee . remaining employees feel that lack of job satisfaction also effects on productivity ,out put ,and efficiency to some extent.

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"

3. How far do you agree with the statement “if you are satisfied you can perform better?

Option

No of respondent

Percentage

Strongly disagree

3

6

Some what disagree

2

4

Neutral

5

10

Some what agree

9

18

Strongly agree

31

62

70

62

60 50

Strongly disagree Some what disagree

40 31

Neutral

30

Some what agree 18

20 10

3

2

5

9

6

Strongly agree

10 4

0 No of respondent

Percentage

Analysis 80% of the employee feel that higher job satisfaction leads to performance where as 10% of the employee feel that job satisfaction does not have any impact on the performance . about 10%0f the are unable to say anything It can be concluded higher the job satisfaction higher the performance of an employee.

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"

4. Considering working hours and physically environment how satisfied are with your job?

Option

No of respondent

Percentage

Very dissatisfied

9

18

Some what dissatisfied

4

8

Neutral

2

4

Some what agree

29

58

Strongly agree

6

12

70 58

60 50

Very dissatisfied Some what dissatisfied

40

Neutral

29

30

Very satisfied

10

Not sure

18

20 9 4

2

6

8

12 4

0 No of respondent

Percentage

Analysis

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" From the above table it is observed that 70% of the employee feel that the physical environment and workings hours give more job satisfaction .about 26%feel that physical environment and working hours do not give job satisfaction It can be inferred that good physical environment and congenial working hours coupled with closed supervision of the superior to lead to higher performance ultimately 5. As an employee do you feel that you have enough freedom in your position to take independent action when required ?

Option

No of respondent

Percentage

Strongly disagree

2

4

Some what disagree

18

36

Neutral

18

36

Some what agree

09

18

Strongly agree

3

6

40

36

36

35 30 Strongly disagree

25

Some what disagree 18

20

18

18

Neutral Some what agree

15 10 5

Strongly agree

9 3

2

6

4

0 No of respondent

percentage

Analysis About 40% of employee feel that they do not have enough freedom to take independent action . 36%are unable to decide and 24% feels that they have the freedom of taking independent decision .

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"

It can be inferred that the employee s KESHAV CEMENTS do not have sufficient freedom to take independent their action.

6. Do you have enough opportunity to participate in decision making process in the company?

No of respondent

Percentage

Strongly disagree

3

6

Some what disagree

24

48

Neutral

15

30

Some what agree

5

10

Strongly agree

3

6

60 48

50

Strongly disagree

40 30

Neutral

24

20 10

Some what disagree

30

Some what agree Strongly agree

15 10 3

5

3

6

6

0 No of respondent

Percentage

Analysis About 54% of employee feel that they are not involved in decision making process. 30% are unable to decide and 16% feels that they are involved in decision making process.

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" It can be inferred that the employees of KESHAV CEMENT are not involved in decision making process.

7. Would you refer a friend to apply for a job at this company?

Option

No of respondent

Percentage

Definitely

.8

16

Probably

25

50

Probably not

6

12

Definitely not

5

10

Not sure

6

12

60 50

50

Definitely

40

Probably 30

Probably not

25

Definitely not 20

16

Not sure 12

10

6

5

10

12

6

0.8 0 No of respondent

Perncentage

Analysis 66%of the employee agreed that they are refer friend to apply of the job in the company and also22%only employees are not agreed to apply the job in the company.

Then some employees are don’t say .

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" From table 66%employees are agreed that they are refer friend to apply of the job in the company because they are satisfied AT KESHAV CEMENT COMPANY IN LOKAPUR and some employees are not satisfied . and employees are not agreed and In(%) OPTIONS No. Of Respondents Strongly agree Somewhat Agree Somewhat Disagree

40

81

8

16

1

2

1

1

Strongly Disagree Neither agree nor disagree 0 0 they are not refer friend to apply of the KESHAV CEMENT COMPANY

8. Full co operation received from other department

90

81

80 70 Strongly agree

60 50 40

Somewhat Agree 40

Somewhat Disagree Strongly Disagree

30

Neither agree nor disagree 16

20 10 0

8 1

1

0

No. Of Respondents

2

1

0

In(%)

Analysis The above table reveals that ,81% of the total employees agree that they get full cooperation form the other dept. About 2% of the total employees do not agree for the above statement.

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"

In above statement we can be find 81% of the total employee agree that they get full In(%)

OPTIONS

No. Of Respondents

Strongly agree Somewhat Agree

42

83

7

14

1

2

0

0

Somewhat Disagree Strongly Disagree

Neither agree nor disagree 0 1 co operation from the other dept. in this KE SHAV CEMENT COMPANY employees are full co operation in different department.

9. The recreational provided in community canteen and club are good

90

83

80 70 Strongly agree

60 50

Somewhat Agree 42

Somewhat Disagree

40

Strongly Disagree

30

Neither agree nor disagree

20 10 0

14 7 1

0

0

No. Of Respondents

2

0

1

In(%)

Analysis 83% 0f employee are agree to the recreational provide community and canteen and Club are good. And also remaining 2%of employee dis agree to the recreational provide community and canteen andClub are good.

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"

From the above table it is observed that employees are satisfied with the recreational facilities provided at KESHAV CEMENT In(%)

OPTIONS

No. Of Respondents

Strongly agree Somewhat Agree

26

52

16

32

5

10

3

6

0

0

Somewhat Disagree Strongly Disagree Neither agree nor disagree

10. Job promotion this organization are fair and objective

60 52 50 Strongly agree

40 32 30

Somewhat Agree Somewhat Disagree

26

Strongly Disagree 20 10 0

16

Neither agree nor disagree 10 5

3

6 0

No. Of Respondents

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0 In(%)

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" Analysis The above tabular column reveals that ,employees agree that promotion at KESHAV CEMENT are fair .It is based on performance and not on Favoritism. About 10% of the employees are quite satisfied with the promotions. 6% of employees are disagree for the promotions.

So from the above table KESHAV CEMENT employee are 52% of employee strongly agree to the promotion. So employee agree that promotion at KESHAV CEMENT A\are fair.

11. Are availing canteen facility?

OPTIONS

No Of Respondents

In(%)

Yes

42

84

NO

8

16

90

84

80 70 60 50

Yes

42

NO

40 30 16

20 10

8

0 No Of Respondents

In(%)

Analysis Babasabpatilfreepptmba.com

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"

The above tabular column reveals that 84% of total employees are availing the canteen In(%) OPTIONS No. Of Respondents Strongly agree Somewhat Agree Somewhat Disagree

43

86

6

13

1

1

0

0

Strongly Disagree Neither agree nor disagree 0 facility. 16% of the employees are not availing the canteen facility.

0

At KESHAV CEMENT COMPANY provide canteen facility to employee .so 84% of total employee are availing the canteen facility .So 16% employee are not availing canteen facility.

12. I am satisfied with keshav cement unit as a place to work.

100 86

90 80 70

Strongly agree

60

Somewhat Agree

50

Somewhat Disagree

43

40

Strongly Disagree

30

Neither agree nor disagree

20 10 0

13 6

1

0

0

No. Of Respondents

1

0

0

In(%)

Analysis Babasabpatilfreepptmba.com

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"

At keshav cement 86% of employee are satisfied with KESHAV CEMENTunit as a place to work .And 1%0f employee are dissatisfied with keshav cement unit as a place to In(%)

OPTIONS

No. Of Respondents

Strongly agree Somewhat Agree

41

82

7

14

2

4

0

0

0

0

Somewhat Disagree Strongly Disagree Neither agree nor disagree work

From above all tabular column it is observed that employees are satisfied for being the part of the unit of Belgaum works.

13. Your opinion taken into account in department

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"

90

82

80 70 Strongly agree

60 50

Somewhat Agree 41

Somewhat Disagree

40

Strongly Disagree

30

Neither agree nor disagree

20 10 0

14 7

2

0

0

No. Of Respondents

4

0

0

In(%)

Analysis 82%of employee are strongly agree for our opinion taken into account dept .and also 4%of employee disagree for our opinion taken into account dept.

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" From the above table it is observed that employees are given opportunity to express their Option No of respondent percentage Strong agree

36

73

Some what agree

12

23

Strongly disagree

1

3

Some what disagree

1

1

Neither agree nor disagree

0

0

views and ideas for which even they get appreciation .

14. Training is provided time

80 70 60 Strong agree

50

Some what agree

40

Strongly disagree Some what disagree

30

Neither agree nor disagree

20 10 0 No of respondent

percentage

Analysis The above question was asked to know the agreement level of employees about the training provided at KESHAV CEMENT..73%of the employees agree they get training on time.23% of the employees are quite satisfied for the above statement.

KESHAV CEMENT providing training timely . 73%of employee are satisfied for.. providing training timely . and also keshav cement company provide training when is training is need. so employee are satisfied.

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"

FINDINGS:-

1. 40% of the employees agreed that superior has monitor the activity of an employees.

2. At Keshav cement 86% of employee are satisfied with KESHAV CEMENTunit as a place to work .

3. An employee is thinking that lack of job satisfaction leads to the poor output.

4. 60% of the employees strongly agreed to the statement� if you are satisfied you can perform better.

5. 40 % of the employees considering working hours and environment satisfied with their job.

6. 50% of the employees agreed that they are feeling enough freedom in their position to take independent action when required.

7. 52% of the employees agreed that we have enough opportunity to participate in decision making process in company.

8. 66% of the employees agreed that they are referring friend to apply of the job in the company.

9.

81%of employee agreed that they are full co operation received from other department

10. 83% 0f employee are agree to the recreational provide community

and canteen

and Club are good. From the above table it is observed that employees are satisfied with the recreational facilities provided at KESHAV CEMENT 11. KESHAV CEMENT employee are 52% of employee strongly agree to the promotion. So employee agree that promotion at KESHAV CEMENT \are fair.

12. At KESHAV CEMENT COMPANY provide canteen facility to employee .so 84% of total employee are availing the canteen facility .So 13. 82%of employee are strongly agree for our opinion taken into account dept. it is observed that employees are given opportunity to express their views and ideas for which even they get appreciation .

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" 14. 73%of the employees agree they get training on time.23% of the employees are quite satisfied for the above statement. . and also keshav cement company provide training when is training is need. so employee are satis

SUGGETIONS •

The organization should provide enough freedom to the workers to take

independent action/decision with respect to their work in case of emergency, and even management can involve the workers in the decision making process which will go a long way to enhance the interpersonal relations between superiors and subordinates which will make feel the employees that they are the part of organization which leads to a sense of belongingness and also better job satisfaction. •

Though the employees are satisfied in their work by and large, it is found that

there is a negative attitude among them to continue with the same organization. It may be due to certain grey areas in the working environment for which the organization may conduct counseling for employees.

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"

CONCLUSION  From the study it can be concluded that as the majority of an employees having dissatisfaction towards their job for one or the other reasons but many of the employees in Keshav cements are satisfied with respect to their working hours, physical environment & also interpersonal relations.  However majority of employees do not appear to have an attitude of continuing in the organization for which the exact reasons could not be found out.  Perhaps there may be some areas where the organization could not fulfill the expectations of the employees.  It is also revealed in this study that employees are not satisfied in the areas of participative decision making and enough of freedom in independent action in their work.

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"

RECOMMENDATIONSOF EMPLOYEE SATISFACTION

SUGGESTION AND RECOMNDATION

 If the top management is not able to keep any promises it should give the reason why it has not able to keep promises .This information should be communicated to all employees.  All the employees should be treated equally and there should not be any bias treatment.  If an employee has gained additional skill he should be assigned  task so that he can utilize his skills.  The administration policies should be updated so that all the employees are aware of the policies.  HR should convince the employees and make them believe that HR department is for their well being. Besides staff meetings HR should conduct social gatherings for all departments so that the relation between HR and the employees will improve .This will help the employees to express their problems freely and frankly.  The training needs of the employees should be reviewed at least twice a year.

Based on that training programs should be conducted to all the employees.  Day to day work related training should be provided that is 80% job related and 20% on management skills.  yet more concentration or more measures should be taken for the safety.  Job related training should be given once in 6 months.  If the employees request for facilities such as phone, printer etc; it should be checked whether it this really necessary and it should be provided.  Opportunity should be given to the employees to express their views, ideas.

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"  Cultural activities should be held to further motivate the employees to attain the goal.  Communication method should be improved ,it should be easily under stable by each employee.  In case of vacancy, advertisement should be made within the company and internal recruitment should be given more preference over external recruitment .this will give the employees opportunity for career development and increase loyalty.

QUESTIONNARE

Dear Sir,

Name

:

Designation

:

Educational Qualification

:

Experience

:

Do you think that the superior has to closely monitor the activity of an Employee?

Yes Babasabpatilfreepptmba.com

NO

Don’t know Page 69

"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"

As an employee do you think that lack of satisfaction in job leads to?

Lower productivity Poor output Absenteeism

Lower performance Lack of efficiency All the factors are relevant

How far do you agree with the statement “If you are satisfied you can perform better�?

Strongly disagree Neutral Strongly agree

Some what disagree Some what agree

Considering working hours, and physical environment how satisfied are you with your job?

Very dissatisfied Neutral Not sure

Some what dissatisfied Very satisfied

As an employee do you feel that you have enough freedom in your position to take independent action when required?

Strongly disagree Neutral Strongly agree

Some what disagree Some what agree

Do you have enough opportunity to participate in decision making process in the company?

Strongly disagree Neutral Strongly agree

Some what disagree Some what agree

Would you refer a friend to apply for a job at this company?

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" Definitely Probably not Not sure

Probably Definitely not

Full co-operation is received from other departments. a) Strongly agree b) Somewhat agree c) Somewhat disagree d) Strongly disagree e) Neither agree nor disagree The recreational facility provided in community center & club are good. a) Strongly agree b)Somewhat agree c)Somewhat disagree d)Strongly disagree  Job promotions in this organization are fair and objective a) Strongly agree b) Some what agree c) Some what disagree d) Strongly disagree. e) Neither agree nor disagree

 .Are you availing the Canteen Facilities? a) Yes

b) No

 I am satisfied with the KESHAV CEMENT unit as a place to work. a) Strongly agree b) Some what agree.

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" c) Some what disagree d) Strongly disagree. e) Neither agree nor disagree

ďƒ˜ . Your opinion is taken into account in department. a) Strongly agree b) Somewhat agree c) Somewhat disagree d) Strongly disagree e) Neither agree nor disagree

THANK YOU

SIGNATURE

CODE SHEET

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"

Sl No. 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50

Q1 1 3 2 1 2 3 1 2 1 2 1 1 1 2 3 1 3 1 3 1 3 2 2 2 2 2 2 3 1 2 3 1 3 2 3 1 3 1 2 3 1 2 3 1 1 2 1 2 1 1

Q2 2 3 2 2 4 4 4 3 2 6 2 2 2 6 2 3 2 1 4 2 4 2 3 2 4 3 2 6 2 2 5 2 4 2 2 6 2 5 2 4 2 2 2 4 2 4 2 2 6 1

Q3 5 5 3 5 5 5 3 5 5 5 4 5 5 3 4 5 1 5 4 5 5 2 5 5 3 5 4 5 3 5 2 4 5 4 1 5 4 5 4 5 4 5 1 5 5 5 5 5 5 5

Q4 1 4 2 2 4 3 4 4 1 4 1 4 4 1 4 4 1 4 4 1 4 1 4 1 2 2 1 4 4 3 4 4 4 4 4 4 5 4 4 5 4 5 4 5 4 5 4 4 5 4

Q5 5 3 3 5 5 3 3 3 3 3 4 3 3 3 3 4 3 3 1 2 2 3 3 3 4 4 2 2 2 3 2 3 2 4 2 1 4 2 4 2 4 4 2 2 2 2 2 2 2 2

Q6 2 2 2 2 3 2 2 2 3 2 3 2 3 2 3 2 3 2 5 2 3 3 2 4 2 3 4 2 3 2 1 4 2 3 1 2 4 2 3 2 4 2 3 2 5 2 3 1 3 5

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Q7 5 5 5 1 4 4 5 4 3 2 2 1 2 1 2 1 2 1 2 1 3 2 1 2 1 2 2 2 3 2 4 2 2 2 3 2 3 2 2 3 2 2 2 4 2 2 4 2 2 5

Q8 1 2 2 1 2 1 1 3 1 1 1 1 1 2 1 2 1 3 1 1 1 1 1 4 1 4 1 2 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1

Q9 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 3 1 1 1 2 1 1 2 1 1 1 2 1 1 1 1 2 1 1 1 1 1 2 1 2 1 1 2 1 1 1 1 1

Q10 1 3 1 3 1 1 1 1 1 1 1 1 1 1 1 3 1 2 1 2 1 2 1 2 1 2 1 2 1 2 1 4 1 2 1 2 1 2 1 2 1 2 3 2 3 2 4 4 2 2

Q11 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 2 1 1 1 2 1 1 2 1 1 2 1 1 1 2 1 1 1 1 2 1 1 1 1 2 1 1 2 1 1 1 1 1 1 1

Q12 1 1 1 1 1 1 1 1 3 1 2 1 1 1 1 1 1 1 1 1 1 1 1 2 1 1 2 1 1 2 1 1 1 1 1 2 1 1 1 1 1 1 1 1 1 1 1 2 1 1

Q13 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 1 2 3 1 2 1 1 2 1 1 1 2 1 1 1 2 1 3 2 1 1 1 1 1 1 1 1 1 1 2 1 1 1 1

Q14 1 1 1 1 3 1 1 1 1 1 1 1 1 2 1 2 1 2 1 2 1 1 2 1 2 1 4 2 1 2 1 2 1 2 1 1 1 2 1 1 2 1 1 1 1 1 1 1 1 1

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"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"

BIBILIOGRAPHY Books :

Personnel and Human Resource Management

By Subha Rao

Web Sites : www.google.com www.katwa.com

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