Final

Employee job Satisfaction A Project Report on EMPLOYEE JOB SATISFACTION IN APMDC Ltd.
Mangampet A Project Report submitted in partial fulfillment of the requirements for the award of the degree of MASTER OF BUSINESS ADMINISTRATION By K.BUJJAMMA 113M1E0006 Under the guidance of Mr. D.Soma Sekhar, MBA
Asst Prof. MBA dept.
DEPARTMENT OF MASTER OF BUSINESS ADMINISTRATION
JAWAHARLAL NEHRU TECHNOLOGICAL UNIVERSITY ANANTAPUR MODUGULA KALAVATHAMMA INSTITUTE OF TECHNOLOGY FOR WOMEN New Boyanapalli, Rajampet 2011 2013
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Employee job Satisfaction
MODUGULA KALAVATHAMMA INSTITUTE OF TECHNOLOGY FOR WOMEN New Boyanapalli, Rajampet Affiliated to JNTU, Anantapur, approved by AICTE New Delhi. DEPARTMENT OF MASTER OF BUSINESS ADMINISTRATION
CERTIFICATE This is to certify that the project report titled EMPLOYEE JOB SATISFACTION carried out at A.P.M.D.C. LTD MANAGEMENT BARYTES PROJECT, is being submitted by K.BUJJAMMA (113M1E0006) in partial fulfillment for the award of the degree of MASTER OF BUSINESS ADMINISTRATION to the Jawaharlal Nehru Technological University, Anantapur is a record of bonafide work carried out by her under my guidance and supervision during 2011-13. The results embedded in this thesis have not been submitted to any other University or institute for the award of any degree or diploma.
Project Guide
Mr.D.Soma Sekhar, M.B.A .
Head of the Department Mr.D.Soma Sekhar, M.B.A.
Asst Prof. MBA dept.
External Examiner
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DECLARATION I hereby declare that this project report titled EMPLOYEE JOB SATISFACTION submitted by me to the Department of Management Studies, J.N.T.U. Anantapur, is a bonafide work undertaken by me and it is not submitted to any other university or institution for the award of any degree/diploma/certificate or published any time before.
(BUJJAMMA.K)
Date: Place:
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ACKNOWLEDGEMENT
I would like to express my sincere gratitude to the under mentioned personalities who have extended their support and guided me to successfully complete my internship program. I am very much indebted to Dr.S. Srinivasulu, Principal of MKITW, Rajampet for giving us his valuable suggestions in carrying out this project. I hereby express my regards and gratitude to Mr. D. Soma Sekhar, Head of the Department, Dept. of MBA, and my guide for constant guidance, help and suggestions in completing this dissertation with flying colours. I extend my sincere thanks to lecturers Miss.A.Pushpalatha Asst.Prof and Miss.T.Meena, Asst. Prof and other faculty members of my college for their valuable guidance regarding this project. I am also indebted to express to my grateful to Mr. R. KEDARNAD REDDY (Chief Project Officer ) my guide Mr. C. SUBBARAYUDU (HR.D) and other staff of APMDC Ltd.,Mangampet who shared their work experience and encouragement during the period of project. And I also finally convey my due thanks to my friends and co-learners for their support at every stage of making this dissertation.
K. Bujjamma
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Employee job Satisfaction EXECUTIVE SUMMARY
The Employee satisfaction is considered as a very important responsibility of the organization for the proper and effective working of the employee, because the employees are considered as a very important asset to the organization. Job Satisfaction, thus, is the result of various attitudes possessed by an employee. Employee job satisfaction is the main factor for employee turnover. And it will also effects on the productivity, and absenteeism rate of the employees. These will lead to extra financial burden on the organization.
To identify the employees job satisfaction levels in order to know the causes for employees job dissatisfactions in APMDC Ltd.,Mangampet.
The objectives behind the study of employee Satisfaction are; To identify the job satisfaction and dissatisfaction levels of employees working in the organization. To find out the various factors affecting the employees job satisfaction. To find out the reasons for employees dissatisfactions.
The present study is conducted in APMDC Ltd.,Mangampet where in the matters related to employees job satisfaction taken into consideration. It covers the employees belonging to various segments. The Andhra Pradesh Mineral Development Corporation Limited (APMDC) formerly The Andhra Pradesh Mining Corporation Limited was incorporated in the year 1961 as as a wholly state Owned Undertaking of Govt. of Andhra Pradesh, having its registered office at 8-3-945, 2nd floor, pancom Business center, Ameerpet , Hyderabad-500073 with the main objectives of the development of mineral resources of the state including exploration, exploitation, conservations, processing, benefication, conversion into value added products, promotion of mineral based industries and sale ores mined. The corporation is the largest producer and exporter of barites in India. IT contributes 95% of the production in the country. APMDC maintains International standards in barites quality.
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Employee job Satisfaction For the purpose of the study, 45 employees were taken into consideration as sample and the method used for sampling is simple Random Sampling from working in different departments. The total employees in the organization are .
The employees are working in this company very satisfactorily. Employees get good monetary benefits from management. The management is providing good leave and canteen facilities to all its employees. Employees responded to the questionnaire and it was found that analysis that the job satisfaction among them is satisfactory.
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Employee job Satisfaction CONTENT
CHAPTERS
TITLE
CERTIFICATES DECLARATION ACKNOWLEDGEMENT EXECUTIVE SUMMARY
PAGE NO.
I,II III IV V
INDUSTRY PROFILE
10-17
COMPANY PROFILE
18-27
THEORIATICAL FRAME WORK OBJECTIVES OF THE STUDY
28-40
41-44
RESEARCH METHODOLOGY
45-47
DATA ANALYSIS & INTERPRETATION FINDINGS & SUGGESTIONS
48-63
7
8
64-66 CONCLUSION ANNEXURE BIBLIOGRAPHY
67-69
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Employee job Satisfaction LIST OF TABLES 1. The working condition/office/site environment is good. 2. Work assignments are explained clearly to me. 3. I derive psychological satisfaction with the work 4. I consider that my work is valuable in attaining my organizational goals. 5. I am satisfied with the infrastructure provided to complete my task/job 6. My relationship with my supervisor is cordial 7. My reporting officer guides me when ever need arises 35 36 37 38 39 40 41
8. I am satisfied with the training and development provided by the organization 42 9. I am satisfied with the performance appraisal techniques followed in the organization. 10. I felt I'm paid a fair amount for the work I do 11. I receive regular, timely feed back about my job 12. I am satisfied with the promotion and transfer policies. 13. I'm satisfied with the first aid facilities. 14. I have job security in this organization 15. Im satisfied with the refreshment facilities 43 44 45 46 47 48 49
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LIST OF CHARTS 1. The working condition/office/site environment is good. 2. Work assignments are explained clearly to me. 3. I derive psychological satisfaction with the work 4. I consider that my work is valuable in attaining my organizational goals. 5. I am satisfied with the infrastructure provided to complete my task/job 6. My relationship with my supervisor is cordial 7. My reporting officer guides me when ever need arises 35 36 37 38 39 40 41
8. I am satisfied with the training and development provided by the organization 42 9. I am satisfied with the performance appraisal techniques followed in the organization. 10. I fell I'm paid a fair amount for the work I do 11. I receive regular, timely feed back about my job 12. I am satisfied with the promotion and transfer policies. 13. I'm satisfied with the first aid facilities. 14. I have job security in this organization 15. Im satisfied with the refreshment facilities 43 44 45 46 47 48 49
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Chapter-I
Industry profile
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INDUSTRY PROFILE
Mining is the basic to all other industries and no progress is possible without mineral development. Minerals are valuable natural resources as they form the basic raw materials for most of the industrial products and are essential for mans progress. Minerals natural substances got from the earth by mining are the backbone of our industries and hence are of Commercial and Economic use. Mining industry is playing a vital role in the growth and development of our nation Economy. The country is heading towards a stage where large consumption of mineral will be required to sustain even the minimum growth rate of our economy. The mineral industry comprising mining , geology, mineral processing, metallurgy and materials is characterized by distinctive and special features and considered as dynamic in nature. It is an industry meeting the basic raw materials requirement of various finished products. It is beyond doubt that the mining industry is fairly big in size encompassing a large industrial work force. More than 3000 operative mines of small and big operating in India. The industry is significantly important from the view of export earning and GDP contribution (3.2 % approximately) to national income. In terms of sector wise growth, mining sector registered a steady growth in past three consecutive years I,e 2001, 2002 & 2003 despite the fall of industrial growth rate in manufacturing, electricity and other sector. Mining industry in India has a distinction of extremely good record of safety despite the fact that it is hazardous by its very nature & growth big in size , in terms of manpower and production in the past. DGMS ( The nodal safety agency of government of India) records reveal that compared to other neighboring mineral producing countries like China etc., the accident rate is less. The production of metallic and non-metallic major minerals in the country is of the order of 242 millions tones. Mining activity in AP is not an exception even though it contributes just 11% of total minerals production in the country by way of producing around 27 million tones of important ores and minerals. APMDC an agent of government of AP , guide and partner in exploring mineral wealth of AP , entrusted with the objective of exploring and exploring mineral wealth in a planned and regulated manner with application of higher technology, value addition and marketing offer excellent opportunities for investors in mineral sectors. Barite, which is chemically BaS04, is also known as Heavy Spar. This is the important mineral produced from the state of A.P. Actually; AP is contributing almost 100% of the India production of barites. Barites have specific gravity of 4.2 - 4.6 . It chemically inert and almost insoluble in water. MKITW,Rajampet Page 11
Employee job Satisfaction Presently, total estimated reserves of barites in the country are 87 million tones are located in the state of AP other than small amount in Himachal Pradesh and Rajasthan. Barites mining activity in the state and in the country was boosted only after the discovery of the deposit in Mangampeta in Kadapa district. Even almost 95% of the mineral production comes from Mangampeta. The Mangampeta barites deposit is the largest and thickest among the known barites of the World, having a maximum thickness of 40 meters. In view of the features enumerated, the deposit is indeed unique in the entire World and it is a rare privilege to have such deposit. USES: Some extra-ordinary physical and chemical properties like specific gravity, low hardness, chemical inertness and stability etc., collectively make barites a valuable mineral. Major part of the World production of barites finds its way. To the oil well drilling industry where it is used as a weighting agent in drilling fluids. Barites powder is mixed in suitable proportion with colloidal clay like bentonite and water to form drilling mud. The mud acts: As a lubricant and cools the drilling bit. Imparts an inert coating to walls of the drill hole. Brings the drill cutting to the surface.
The three chief products of Barium Minerals are: 1. Ground Barites 2. Lithopone paint 3. Barium Chemicals. Mangampeta Barites being grey in color is used mostly in oil well drilling and chemical industries. These barites has been divided into four grades namely A, B, C and D grades depending up on its specific gravity as noted below, A - Grade Barites 4.20 specific gravity & above B - Grade Barites 4.19-4.10 specific gravity C Grade Barites 4.09-4.10 specific gravity D - Grade Barites - Less than 4.00 & up to 3.50 specific gravity The A Grade barites are being used in oil well drilling and B Grade in chemical units for manufacture of Barium carbonate. The C&D grade of barites are accumulated over a period of time and sold on as is where is basis after calling for tenders.
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Occurrence:
Occurrence of barites at Mangampeta was known for over one & Half decades, but it was only in 1970 that the existence of sizeable potential of barites was prognosticated on the basis of the preliminary geological work. The test drilling commenced in Feb. 1974 yielded encouraging results. The deposit revealed, has become not only an invaluable asset to the nation but also an important commodity for developing international trade & foreign exchange earnings. In the matter of exploration, assessment of reserve and planning of exploitation, Mangampeta can be cited as and example of coordinated action the organizations that were involved in these tasks namely the GSI, APMDC and other organizations. The total known World reserves of barites at this stage are estimated to be around 200 million tones which will last barely for about 40 years, at the present rate of consumption. MINING COMPANIES IN INDIA: The mining industry in India encompasses exploration of new minerals and mines and production of minerals resources from the various mines already in operation.The Indian mining industry includes both metallurgy mining and mineral mining. To gether , they from the backbone of industryial development in India because they provide the raw materal like coal, petroleum, steel, copper ,aluminum metals and the like to Indian manufactures. Mining has been occurring in India for over 6000 years. The oldest mines are led and zinc deposits in Kamataka, copper deposits in khetri, and gold deposits in kamataka. Mining and smelling techniques were highly advanced back then and numbers of examples of Indian crafts manship of the period can be found through out the Country. Products mined in india include a total of 84 minerals constricting of 4 fuels, 49 non-metalic industrial minerals , 11 metallic minerals, and 20 mining minerals. The Indian government has established a number of ministries to oversee mining operations in the country. The Geological Survey of India (GSI) and the Indian Bureau of mines (IBM) have been established as the primary ministries over seeing the bulk of the mining activities in India/ The GSI conducts scientific surveys and research to locate mineral resources and the IBM is responsible for company location of the mining exploration data and mineral maps for providing complete information on the new mines and fields in India. Indias contribution to mineral production in the World is great , India is the leading producer of mica in the World and Rank in the top ten for production of chromate , coal, Iron ore, Bauxite, Manganese, and Aluminum. Some Indian firms use service contracts with over seas firms to find their operations. MKITW,Rajampet Page 13
Employee job Satisfaction Bharat Aluminium Companies Limited Bharat Petroleum Companies Limited Bombay Minerals Essel Mining and Industries Limited Gas Authority of Idia Limited Hindustan Petroleum Corporation Limitd Indian Oil Corporation Indian Petrochemicals corporation Indian oil corporation Indian petrochemicals corporation Kariganur mineral mining Industry Kerala Minerals and metals Neyveli Lignite corporation Oil and Natural gas corporation Reliance Industries Limited.
Mineral production:
The total value of mineral production ( excluding atomic minerals ) during 2005-2006 was estimated at us $ 16.27 billions. The composition is as follows Fuel minerals: us$ 12.22 billion ( 75%) Metallic minerals: us $ 1.94 billions ( 12%) Non metallic minerals: us $ 2.11 billion ( 13%) Indias mining sector: The Indian mining sector effects on Environment , Introduction: Minerals are non-renewable and limited natural resources and constitute vitual raw materials in a number of basic and important industries. The extraction of minerals from nature often crates imbalances, which adversely affect the environment. The key environmental impacts of mining are on wildlife and fishery habits, the water balance, local climates and the pattern of rainfall , sedimentation, the depletion of forests and the disruption of the ecology. Therefore management of a countrys mineral resources must be closely associated with her overall economic development and environmental protection and preservation strategy. New Mining affects environment: AIR: Surface mines may produce dust from blasting operations and haul roads. Mines release methane, a green house gas. Smelter operations with insufficient safeguards in place have the potential to pollute the air with heavy metals. Sulphur dioxide, and other pollutants. WATER: The mining sector uses large quantities of water, through some mines do reuse much of their water intake. Mining throws sulphide- containing minerals into MKITW,Rajampet Page 14
Employee job Satisfaction the air , where they oxidize and reacts with water to from sulphuric acid. This togheter with various tracle elements impacts ground water , both from the surface and under ground mines. LAND: The movement of rocks due to mining activities and overburden ( materil overlying a mineral deposit that must be removed before mining ) in the case of surface returns the rock and overburden to the pit from which they were extracted. Many copper mines , grex, extract ore that contains less than 1 % copper. HEALTH & SAFETY: Mining operations range from extremely hazardous to being as safe or as dangerous as any other large scale industrial activity. Underground mining is generally more hazardous than surface mining because of poorer ventilation and visibility and the danger of rock falls. The greatest health risk arise from dust, which may lead to respiratory problems, and from exposure to radiation. India has huge mineral resources. Thus the mining Industry is a very important Industry in India. It only opened up to foreign investment in the 1990s, and the follow of foreign investment in the sector has been very low due to restrictions. More over, in India this sector is facing several challenges, which are; 1. Massive investment required in exploration and the up-gradation of technology. 2. Mitigation of environmental degradation due to mining. 3. Adoption of environment friendly technology. 4. Tackling of social issue like dis placement of the population , marginalization of local communities and economic disparities in mining areas. 5. Rehabilitation of closed and abandoned mine sites. The Government, at both Central and the State levels, has to address these issues by formulating appropriate policies and effectively implementing them for the overall development of the sector which is environmentally sustainable.
The Indian mining sector: The Mining sector in India contributes

approximately four percentage to the Gross Domestic Product ( GDP ) and is one of the largest employers in India, emplaying more than one Million workers which is around 4% of the Indian workforce. India produces 89 millions out of which 4 are mineral fuels, 11 metallic, 52 nonmetallic and 22 minior minerals.
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Mineral production in India:Mineral Million tones ( 20102011)-16.4 CAGR ( Remarks compound annual Growth Rate %) 1998/99 1970/90 1970/98 70.7 6.4 6.23 6.57 5.31 5.58 30-40% Ore exported 20-30% Ore/Alumina exported Ore exported 2% cement exported Coking Coal exported Copper metal/concentrate exported
1970 Iron Ore Bauxite 16.6 1.4
1990 55.6 5.0
Chromite Limestone Coal Copper Ore
0.27 23.8 73.7 0.5
0.94 70.1 211.6 5.2
1.4 109.8 293.6 4.2
6.44 5.55 5.41 12.42
6.05 5.61 5.06 7.90
Indias position in the world in terms of production: Product Mica blocks and splitting Coal and lignite: Barites. chromate Iron ore Bauxite: manganese ore Aluminum Crude steel Position in World production 1 st 3 rd 4 th 6 th 10 th 11 th
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Effects of mining on the Environment in India: The mining sector in India as plagued by several environmental and health and safety related problems. Several accidents have taken place in underground and surface mines like coal and stone of mines in the last few years, which have killed scores of mine workers. An example of environmental damage by mining company in India is the kudremukh iron ore company limited ( KIOCL ) in the western ghats mountain ranges in Karnataka state in southern India. The operations of KIOCL, pollution caused large-scale destruction of the hills, pollution of ground water in the neighborhood and have severally affected the kudremukh national park. Since 1973, seven mining disasters have taken place. The latest was in February 2001, when 30 miners lost their lives in an accident in the Bagdigi mines in the eastern Indian state of Bihar . Every year many mines workers lose their lives in mining accidents in India. Wide spread illegal mining and lack of effective government supervision in government and private mines accentuates the problems. While the safety of mine workers is the most serious problems facing the Indian mining Industry, The directorate general of mines safety ( DGMS ), who is responsible for the supervision and enforcement of mining rules is unable to do its job effectively because of a shortage of supervisory staff. The main reason for this shortage is the inability of the DGMS to fill its vacancies due to lack of funds. The miners also face health hazards arisisng out of on-site pollution due to dust , gases, noise, and polluted water, health related issues are increasingly coming into focus. One of the major challenges facing the mining industry is due to the mine sites which are no longer in use. In the Jharia and Raniganj coal fields in Bihar there are more than 500 abandoned mines covering about 1800 hectares. The sites include subsided areas, excavated pits, over burdens, spoil dumps , and areas affected by fire. Thus there are several visible and not so visible impacts of mining on the environment and these issues must be addressed for a balanced and beneficial development of the mining sector. Most of the increase in the production of minerals will come from open cast mines in the future which would lead to a loss of large tracts of forest and agricultural land.
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Chapter -II
Company profile
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A.P. Mineral Development Corporation Limited ( APMDC ): Historical perspective:

The Andhra Pradesh Mineral Development Corporation Limited (APMDC) formerly The Andhra Pradesh Mining Corporation Limited was incorporated in the year 1961 as as a wholly state Owned Undertaking of Govt. of Andhra Pradesh, having its registered office at 8-3-945, 2nd floor, pancom Business center, Ameerpet , Hyderabad-500073 with the main objectives of the development of mineral resources of the state including exploration, exploitation, conservations, processing, benefication, conversion into value added products, promotion of mineral based industries and sale ores mined. The corporation is the largest producer and exporter of barites in India. IT contributes 95% of the production in the country. APMDC maintains International standards in barites quality. The Barites deposit at Mangampeta in Kadapa District is the Worlds single largest deposit containing about about 74 million tones of grey barites. The major applications of barites are for use in oil exploration and manufacture of barium chemicals. APMDC produces about 6 lakh tones per annum and capacities are available for increase in the production. APMDC also establishment grinding facilities in the vicinity of the mines and catering barites powder requirements of ONGC and oil India in priority sector. The deposit is well connected by all weather road and rail to the nearest major port at Chennai. Mangampeta is a small village located on the side of the road leading from Kadapa to Chennai in A.P. The village is a shotrium village given to some Bramhin families by the matly dynasty kings who ruled the area. Even through all the lands belong to the shotriumdars, other caste people were also living in a co-operative manner by irrigating these fields either as laborers or kouldars. In the year 1970 Geological survey of India (GSI) the pioneering agency in surveying for minerals conducting a preliminary. Later followed it up by gravity and magnetic surveys in the year 1971-73 & later detailed survey was conducted till 1978.During this survey, the GSI found that the barites deposit occurred in the form of two lensoid bodies of which northern lens is biggest. The extensive surveys & detailed borehole drilling& analysis of data have all confirmed the enormity of the deposit. The GSI at the end of their investigation found that the Mangampeta village endowed with about 74 millions tones of the Worlds largest & thickest deposit containing of about 28% of the known Barites deposits of the World. With this find AP accounted for about 95% of the barites deposits of India. At the time of discovering the huge potentiality of Mangampet deposit the global oil search reached its pinnacle & the barites being the important constituent of the drilling mud. Mangampet attained worldwide recognition for its huge & high quality deposit.
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Employee job Satisfaction The AP Government during the year 1978 took a policy decision to restrict mining at Mangampet only under the aegis of a Government undertaking namely APMDC. Accordingly the whole mineral bearing area slowly started coming into the fold of APMDC & now the entire mineral bearing area is under the control of the Government owned Company APMDC. With the advent of APMDC the job opportunities increased many fold with good salary and benefit to locals. To get one tone of barites , six times of the waste/overburden has to be removed. During these years of mine development , Mangampet and its surrounding villages have also developed economically by getting jobs, contracts and other day to day works connected to the mining and allied activities. Huge quantity of water has to be baled out to continue mining operations and to produce to ore continuously without interruption. This water is being utilized by the villagers at on cost. The water is available all round the year thus, facilitating activity in all seasons. There certainly was a marked improvement in living standards of villagers. After all these developments, the village is on the verge of losing its very identity. With the huge expansion of mine, the village is facing problems of pollution & is lying in the statutory danger area. Even large areas of agricultural lands are being acquiring for mining purposes. Thus, the very existence of Mangampet village in its original shape in the jeopardy. In view of this, the village is being evacuated & rehabilitated at different place. APMDC Ltd. Has provided all the basic facilities such as electricity, roads , water etc., at the new site. It is also providing the bus facility for the school going children of the villagers. Hence, APMDC is playing a vital role in the community development also. The Mangampet barites project is being headed by the project manager, who in turn is helped regularly by different departmental heads such as mining, geology survey, accounts, electrical, plant etc,. The project manager is the executive authority who receives instructions on policy decisions from Vice Chairman and Managing Director from Hyderabad. The chart showing the organizational set up of the Mangampet barites project. The corporation on its own carried on exploration and exploitation of various minerals like ore, barites, asbestos, apatite, quartz, clay, limestone, copper, decorative stones etc., and in the joint sector marble, graphite and thus contributed significantly to the development of the states mineral resources. The Industrial policy of Andhra Pradesh , 1995, envisages development of mineral industry with private participation and encourages joint sector operation with APMDC. The role of APMDC is identification of best technology and attracts investment for development of mineral wealth from all over the World for participation in joint sector for development of certain valuable minerals like bauxite, heavy mineral beach sands, barites etc. Consequently the following new projects have been initiated and the same are under progress. MKITW,Rajampet Page 20
Employee job Satisfaction Galaxy : Mining and Processing Low Grade Iron ore : Mining and Beneficiation Semi-precious stones : Exploration and Exploitation Silica sand : Mining and Beneficiation.
The Corporation offers the following products/ services:

The Corporation offers Barites lumps and powder of various grades for exports to Oil well Drilling Companies for making Drilling Muds. The Corporation also offers barites powder for domestic consumption to Oil and Natural Gas Corporation and Oil India for making Oil well drilling muds and barites lumps to barium chemical units for manufacture of Barium Chemicals. The corporation identifies minerals potential areas/minerals deposits exploration and exploitation/value addition and offers to the parties having technical expertise, financial strength, making strength and R&B facilities. At present, the corporation is engaged in development of Galaxy Granite, Calcite, Limestone and Low Grade Iron Ore with private participation. Galaxy Granite ( Bronzite Bearing Gabbro) in Chimakurti are of Prakasam District is considered to be a rare occurrence and used as dimensional stone. As this deposit, being unique in the world is commanding premium in the World Dimensional stone Market. APMDC owns 110 hectares of Galaxy Granite bearing area in R.L.Puram (V) , Chimakurti (M) Prakasam District. The corporation is intending to exploit these resources in joint venture with private Entrepreneurs to cause scientific exploitation and maximization of wealth to the state. The corporation also identifies the mineral deposits and after obtaining mineral concessions, allots the areas on Raising Gum Sale Contracts to the successful bidders. At present the Corporation allotted Granite, limestone, and Ball Clay bearing areas on Raising- Cum Sale Contracts. The Paid share capital of the company is Rs. 630.62 lakhs. The financial position of the corporation for the past six years is as under; Financial position of the corporation,
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Employee job Satisfaction 20022003 Authorised capital 1000 20032004 1000 20042005 1000 2005200620072006(Prov) 2007(Prov) 2008(Prov) 1000 1000 1000
Paid up capital
631
631 4,420
631 6,426
631 6,056
631 9,448
631 9,033
Turnover(Sales+consideration 4,108 +Other income +Profit on sale of assets) Profit before Tax Dividend 346
315
2,025
1,830
3,200 100.90
4,300 100.90
100.90 100.90 100.90 100.90
APMDC has a corporate vision for providing excellent opportunities in mineral development. The structure of the organization consists of the following functional department; Mining, production and planning Exploration, Geology and planning Finance and Accounts Marketing and sales Human Resource Development Company Law At Present these department are headed by professionals. The HRD department is headed by Executive Director and is assisted by one Sr. Administrative Officer and one Administrative Officer (Personal) and other supporting staff. The training function is a part of the HRD Department. To develop skills, knowledge and attitudes of the men working in APMDC as a part of Human Resources Development process renamed the Personnel Department in the year 1983. A HRD Department equipped with Air Conditioners, Audio and Visual Equipments. And amount of Rs.3.00 lakhs is provided in the Budget every year for conducting in house training programmers, sponsoring to outside training programmers and contribution to Magazines and Seminars. The corporation has recognized the importance of men and their contribution for the success of the organization.
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FINANCIAL DEPARTMENT FINANCIAL ACHIEVEMENTS: APMDC has been continuously profits since 1991-92 & wiped off accumulated losses in 1993-94. APMDC has not received any budgetary support since 1991-92. APMDC has been paying dividend continuously from 1994-95 and so for paid Rs.65 lakhs. EXISTING PROJECTS: Andhra Pradesh is endwed with rich mineral wealth. APMDC is entrusted with the task of exploration and exploitation of mineral resources of the state in systematic and scientific manner. APMDC is currently engaged in Commercial exploitation Barites Black Granite and Blue Granite Ball clay Lime stone Development of mineral private participation Rock phosphate Galaxy Granite Molding Sand Calcite Service to government Semi precious Limestone.
The state has embarked upon an ambitious programmed for the mineral resources development. New approaches are being evolved to sectors. Companies with attract private investment in the requisite financial strength and expertise are encouraged to forge joint ventures with APMDC. 1) BARITES Consider to be the Worlds single largest deposits of Barytes, the Mangampet area in Kadapa district contain an estimated reserve of 74 million tones. Other significant deposits are near Vinjamuru in Nellore district and around Ganjivaripally in Prakasam district. Small and stray deposits are also found in Khammam, Kurnool, Mahabubnagar and Anantapur districts. While the grey variety of Barytes found in Kadapa district is used in oil well drilling, the snowwhite and off white varieties found in all other places are used in paints and MKITW,Rajampet Page 23
Employee job Satisfaction chemical industries. Present production of Barytes is around 0.7 million tones per annum, most of which is exported after meeting the requirements of indigenous oil industry. Basification of low grade Barytes, which constitutes 35% of the reserves, can make them suitable for industrial uses. Excellent prospect exit for establishing export oriented industries for Barytes and its value added product like Barium Carbonate, Barium Nitrate, Barium Chloride etc. 2) BAUXITE The Bauxite reserves in India are placed at 3037 million tones. The recoverable of Bauxite in AP are estimated at 546.30 million tones. Almost entire quantity is of metallurgical grade. The deposits are grouped in three clusters viz. Gurtedu ( East Godavari District), Chintapalli and Araku Group ( Vizag District). 3) GALAXY GRANITE Galaxy Granite is a rare and unique occurrence. The granite rock bearing bronzite give twinkling effect especially when rock surface is polished. This resembles twinkling of stars that is how the name Galaxy Granite. It can yield bigger dimension blocks. The Galaxy Granite area extends over 135 hec. Containing estimated reserves of 10.3 million cum, known area of bronzite bearing granite. APMDC intends to join with organization having proven experience, financial strength and good marketing share internationally, for collaboration in quarrying and creating processing facilities and establishment of World class Granite park in Andhra Pradesh. 4) LOW GRADE IRON ORE The Iron Ore deposit (Magnetite) near Ongole, prakasam district occur as small detached hillocks, and are 19 kms, from the east coast. Konijedu- Marlapadu is the single large deposit with 66 million tones of Magnetic ore. The Iron Ore occurs in the for of banded Magnetite quartzite along the hill ridges. The high quality concentrate from the ore is found to be suitable for feed as pellets in direct reduction furnaces. 5) BEACH SAND The coastal stretch in AP extends over 940 km, from Donkuru (Orissa border) in the north to Plicate Lake (Tamilnadu broder) in the south. Systematic
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Employee job Satisfaction survey, shallow drilling and sampling all along the coast have led to delineation of the Beach Sand deposits containing Heavy Minerals( HM). Bheemunipatnam sand deposits is estimated to contain 31.591 million-tones of raw sand having heavy mineral content of 19.58% consisting of 2.886 millions tones of limonite and others associated minerals such as Retile Monazite, Sillimanite, Zircon, Garnet etc. Considering the wide range of applications of Heavy Minerals, there is considerable scope for setting up plants for production of synthetic Ratites, Titanium slag, Pigment grade TiO2, Zirconium chemicals, Garnet powder etc. 6) SEMI-PRECIOUS STONES Occurrence of semi-precious stones in the Forest areas of the Eastern Ghats is known from time immemorial. Occasionally finds by tribal are also reported. Variety of semi-precious stones such as Beryl, Tourmaline varieties of garnets and moon stone have been reported from parts of the Forests and Plains of the Vizayanagaram, Visakhapathnam, East Godavari and Khammam district.
Company vision:
APMDC has a corporate vision for providing excellent opportunities in mineral development.
Company Mission:
Exploration and Exploitation of mineral resources, establishment and promotion of mineral based Industries.
TRADE UNIONS:
1. APMC workers unions 2. APMC employee union 3. APMDC employee & workers unions.
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BOARD OF DIRECTORS: Board of directors in APMDC

Sl No 1 2 NAME Smt. Ranjeev R Acharya, IAS Sri Mukash Kumar Meena, IAS Sri Y. Ramakrishna Addl. Secretary to Govt. Finance Dept. Sri. B.R.V. Susheel Kumar Director of Mines & Geology.(FAC) Sri A.DayakarReddy,IAS Joint Secretary to Government Industries & Commerce Department. Sri H.D. Nagaraju POST Chairperson Vice-Chairman Managing Director Director
Director
Director
Executive Director
Dr. A. Anand
Additional General Manager (HR.D)
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APMDC LTD Key highlights

25,000+ high growth un-listed company profiles & latest financials from Accord Fintech In-depth coverage on listed & de-listed company profiles & financials which includes audited, semi-annual, quarterly, segmental data & interims Research available from Thomson Reuters (JP Morgan, Credit Suisse, Deutsche, BNP, Nomura and Macquarie) and Datamonitor. Research reports from 40+ top Indian brokers available as soon as they are released Due diligence reports for un-listed companies from Mira Inform Un-listed & listed company scanned annual reports Customized company query tools for your market intelligence Rating rationales from CARE, ICRA & Fitch Projects & tenders information across the country
AWARDS: NAME OF AWARD 1) Coal India productivity Organisational award 2) Best Documentary film award
YEAR 2007 2008
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Chapter-III Theoretical Framework
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EMPLOYEE JOB SATISFACTION

Job Satisfaction: Job Satisfaction is the favorableness or un-favorableness with which the employee views his work. It expresses the amount of agreement between ones expectation of the job and the rewards that the job provides. Job Satisfaction is a part of life satisfaction. The nature of ones environment of job is an important part of life as Job Satisfaction influences ones general life satisfaction.
Job Satisfaction, thus, is the result of various attitudes possessed by an employee. In a narrow sense, these attitudes are related to the job under condition with such specific factors such as wages. Supervisors of employment, conditions of work, social relation on the job, prompt settlement of grievances and fair treatment by employer.
However, more comprehensive approach requires that many factors are to be included before a complete understanding of job satisfaction can be obtained. Such factors as employees age, health temperature, desire and level of aspiration should be considered. Further his family relationship, Social status, recreational outlets, activity in the organizations etc. Contribute ultimately to job satisfaction.
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Employee job Satisfaction 1. Definitions
"Job satisfaction is defined as "the extent to which people like (satisfaction) or dislike (dissatisfaction) their jobs" - Williams, J.
Job satisfaction the sense of fulfillment and pride felt by people who enjoy their work and do it well. This feeling is enhanced if the significance of the work done and its value are recognized by those in authority. Dictionary of Encyclopedia Job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal of ones job -Locke, 1976
Job satisfaction has been defined as an affective reaction to ones job and an attitude towards ones job. -Cranny, Smith & Stone
2. History One of the biggest preludes to the study of job satisfaction was the Hawthorne studies. These studies (1924-1933), primarily credited to Elton Mayo of the Harvard Business School, sought to find the effects of various conditions (most notably illumination) on workers productivity. These studies ultimately showed that novel changes in work conditions temporarily increase productivity (called the Hawthorne Effect). It was later found that this increase resulted, not from the new conditions, but from the knowledge of being observed. This finding provided strong evidence that people work for purposes other than pay, which paved the way for researchers to investigate other factors in job satisfaction. Scientific management (aka Taylorism) also had a significant impact on the study of job satisfaction. Frederick Winslow Taylors 1911 book, Principles of Scientific Management, argued that there was a single best way to perform any given work task. MKITW,Rajampet Page 30
Employee job Satisfaction This book contributed to a change in industrial production philosophies, causing a shift from skilled labor and piecework towards the more modern approach of assembly lines and hourly wages. The initial use of scientific management by industries greatly increased productivity because workers were forced to work at a faster pace. However, workers became exhausted and dissatisfied, thus leaving researchers with new questions to answer regarding job satisfaction. It should also be noted that the work of W.L. Bryan, Walter Dill Scott, and Hugo Munsterberg set the tone for Taylors work. Some argue that Maslows hierarchy of needs theory, a motivation theory, laid the foundation for job satisfaction theory. This theory explains that people seek to satisfy five specific needs in life - physiological needs, safety needs, social needs, self-esteem needs, and self-actualization. This model served as a good basis from which early researchers could develop job satisfaction theories. Job satisfaction can also be seen within the broader context of the range of issues which affect an individual's experience of work, or their quality of working life. Job satisfaction can be understood in terms of its relationships with other key factors, such as general well-being, stress at work, control at work, home-work interface, and working conditions. 3. Models of job satisfaction 3. 1. Affect Theory Edwin A. Lockes Range of Affect Theory (1976) is arguably the most famous job satisfaction model. The main premise of this theory is that satisfaction is determined by a discrepancy between what one wants in a job and what one has in a job. Further, the theory states that how much one values a given facet of work (e.g. the degree of autonomy in a position) moderates how satisfied/dissatisfied one becomes when expectations are/arent met. When a person values a particular facet of a job, his satisfaction is more greatly impacted both positively (when expectations are met) and negatively (when expectations are not met), compared to one who doesnt value that MKITW,Rajampet Page 31
Employee job Satisfaction facet. To illustrate, if Employee A values autonomy in the workplace and Employee B is indifferent about autonomy, then Employee A would be more satisfied in a position that offers a high degree of autonomy and less satisfied in a position with little or no autonomy compared to Employee B. This theory also states that too much of a particular facet will produce stronger feelings of dissatisfaction the more a worker values that facet. 3. 2. Dispositional Theory Another well-known job satisfaction theory is the Dispositional Theory Template:JacksonApril 2007. It is a very general theory that suggests that people have innate dispositions that cause them to have tendencies toward a certain level of satisfaction, regardless of ones job. This approach became a notable explanation of job satisfaction in light of evidence that job satisfaction tends to be stable over time and across careers and jobs. Research also indicates that identical twins have similar levels of job satisfaction. A significant model that narrowed the scope of the Dispositional Theory was the Core Self-evaluations Model, proposed by Timothy A. Judge in 1998. Judge argued that there are four Core Self-evaluations that determine ones disposition towards job satisfaction: self-esteem, general self-efficacy, locus of control, and neuroticism. This model states that higher levels of self-esteem (the value one places on his/her self) and general selfefficacy (the belief in ones own competence) lead to higher work satisfaction. Having an internal locus of control (believing one has control over her\his own life, as opposed to outside forces having control) leads to higher job satisfaction. Finally, lower levels of neuroticism lead to higher job satisfaction. 3. 3. Two-Factor Theory (Motivator-Hygiene Theory) Frederick Herzbergs Two factor theory (also known as Motivator Hygiene Theory) attempts to explain satisfaction and motivation in the workplace. This theory states that satisfaction and dissatisfaction are driven by different factors - motivation and hygiene factors, respectively. An employees motivation to work is continually related to MKITW,Rajampet Page 32
Employee job Satisfaction job satisfaction of a subordinate. Motivation can be seen as an inner force that drives individuals to attain personal and organization goals. Motivating factors are those aspects of the job that make people want to perform, and provide people with satisfaction, for example achievement in work, recognition, promotion opportunities. These motivating factors are considered to be intrinsic to the job, or the work carried out. Hygiene factors include aspects of the working environment such as pay, company policies, supervisory practices, and other working conditions. While Hertzberg's model has stimulated much research, researchers have been unable to reliably empirically prove the model, with Hackman & Oldham suggesting that Hertzberg's original formulation of the model may have been a methodological artifact. [5] Furthermore, the theory does not consider individual differences, conversely predicting all employees will react in an identical manner to changes in motivating/hygiene factors. Finally, the model has been criticized in that it does not specify how motivating/hygiene factors are to be measured. 3. 4. Job Characteristics Models
Hackman & Oldham proposed the Job Characteristics Model, which is widely used as a framework to study how particular job characteristics impact on job outcomes, including job satisfaction. The model states that there are five core job characteristics (skill variety, task identity, task significance, autonomy, and feedback) which impact three critical psychological states (experienced meaningfulness, experienced
responsibility for outcomes, and knowledge of the actual results), in turn influencing work outcomes (job satisfaction, absenteeism, work motivation, etc.). The five core job characteristics can be combined to form a motivating potential score (MPS) for a job, which can be used as an index of how likely a job is to affect an employee's attitudes and behaviors.
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The factors that are going to make some MORE dissatisfied are things like:

poor pay poor compensation poor work conditions lack of promotions poor benefits offering lack of job security
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Employee job Satisfaction Curiously enough, if you were to fix all these factors, youd still not get a satisfied employee. If you fixed everything above, youd have an employee sitting somewhere in the middle of the satisfaction scale, so they would be neither satisfied nor dissatisfied. The factors that make an employee MORE satisfied are things like:

good leadership in the organization. good relationship with their manager recognition for their achievements (not necessarily monetary recognition) advancement in their careers personal growth and development feedback and support (meaningful feedback, not just naked criticism) clear direction and objectives So there is a lot that can be done on the positive side to increase satisfaction.
Naturally, there are of course many opportunities on this side of the house where a good talent management solution can helps things along. Employees are in a better position for achieving success and satisfying work once they understand and can communicate how their own unique work profiles (aptitudes/abilities, interests, personality style & values) can meet an organizations workrelated requirements and opportunities. A simple job satisfaction model shown of the following page demonstrates the organizing relationship of these different concepts.
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Job satisfaction model The model is divided so the concepts on the left side identify what the employer wants and what it offers as rewards and benefits - the organization-provided satisfiers (org-ps, circles 1 and 5). The right side of the model shows what the employee contributes to accomplish specific tasks (circle 2) and ultimately the organization's goals (job-rs). The more self-aware an individual is about their aptitudes, personal style, and values, the greater the potential to identify and select jobs that fit. The more accurate the job description, the better the odds of attracting the right pool of applicants (circle 3). When there is a clear fit between the person and the job, there is a greater chance of successfully accomplishing goals (circle 4). This in turn leads to an increase in personal MKITW,Rajampet Page 36
Employee job Satisfaction satisfaction (circles 6 and 7). In today's complex work environment, job descriptions are evolving as we take on special projects or are assigned to teams. This expanded complexity increases the need to be proactive in determining fit. Performance & fit - the Job performance and fit are at the center of the diagram because they comprise the core of a win-win relationship between employer and employee, (circles 3 & 4). When we are relatively satisfied with our salary, vacation time and other organization-related rewards and we find a fit and enjoy our work, feel appreciated and understand that our contributions are needed (our job-related satisfiers), we develop a personal, higher level of commitment to the achievement of goals and thereby the success of the organization. Collectively, when individuals achieve higher levels of job satisfaction and performance, an organization is better positioned to meet its goals with improved productivity and profitability.
4. FACTORS INFLUENCING JOB SATISFACTION
The major factors influencing job satisfaction are presented below:
SUPERVISION To a worker, Supervision is equally a strong contributor to the job satisfaction as well as to the job dissatisfaction. The feelings of workers towards his supervisors are usually similar to his feeling towards the company. The role of supervisor is a focal point for attitude formation. Bad supervision results in absenteeism and labor turnover. Good supervision results in higher production and good industrial relations.
CO-WORKERS
Various studies had traced this factor as a factor of intermediate importance. Ones associates with others had frequently been motivated as a factor in job satisfaction. Certainly, this seems reasonable because people like to be near their friends. The workers derive satisfaction when the co-workers are helpful, friendly and co-operative. MKITW,Rajampet Page 37
PAY
Studies also show that most of the workers felt satisfied when they are paid more adequately to the work performed by them. The relative important of pay would probably changing factor in job satisfaction or dissatisfaction.
AGE
Age has also been found to have a direct relationship to level job of satisfaction of employees. In some groups job satisfaction is higher with increasing age, in other groups job satisfaction is lower and in other there is no difference at all.
MARITAL STATUS
Marital status has an important role in deciding the job satisfaction. Most of the studies have revealed that the married person finds dissatisfaction in his job than his unmarried counterpart. The reasons stated to be are that wages were insufficient due to increased cost of living, educations to children etc.
EDUCATION
Studies conducted among various workers revealed that most of workers who had not completed their school education showed higher satisfaction level. However, educated workers felt less satisfied in their job.
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Employee job Satisfaction WORKING CONDITION
The result of various studies shows that working condition is an important factor. Good working atmosphere and pleasant surroundings help increasing the production of industry. Working conditions are more important to women workers than men workers.
Tips to manage Job satisfaction:

1. Become more self-aware. Learn about your aptitudes/abilities, preferences, values, and interests and be prepared to articulate where you can best contribute and what is important to you. 2. Practice using both personal and organizational information to analyze and evaluate different work requirements to help you evaluate what offers a good fit. Since most professional jobs today are a composite of projects, some will be more inviting to you than others. By understanding what you want and taking the opportunity to influence your manager, you are more likely to gain access to projects that are attractive to you.
3. Benchmark the type of work you perform in your organization with comparable work in similar organizations. This broader context will let you see trends and help you to evaluate the organization-provided rewards more objectively.
4. Identify specifically what is contributing to your satisfaction or dissatisfaction. Make a list. What items relate to the organization, department, or your job? Is there something you need to learn or change to improve the situation? Have the job responsibilities altered over time? Take the time to get at the root of what isn't working. .
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5. Learn how to talk with your manager about what types of projects you enjoy or specifically identify roles that are appealing. Also, share your thoughts about what you don't enjoy and why. Remember, at times we all have assignments find work tasks that are not satisfying.
6. Find a mentor in the organization to give you feedback and help you find developmental opportunities to contribute that more closely fit your work profile.
7. Build a professional support network to keep current on your field and understanding the changes that may be coming.
8. Be proactive, conduct an annual career checkup.
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Chapter-IV Objectives
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Objectives of the study
To identify the job satisfaction and dissatisfaction levels of employees working in the organization.
To find out the various factors affecting the employees job satisfaction. To find out the reasons for employees dissatisfactions.
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Need of the study

To identify the employees job satisfaction levels in order to know the causes for employees job dissatisfactions in APMDC Ltd, Mangampet.
As it was suggested by the HR Department of APMDC Ltd, Mangampet.
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Scope of the study:

The present study is conducted in APMDC Ltd, Mangampet where in the matters related to employees job satisfaction taken into consideration. It covers the employees belonging to various segments.
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Chapter-V Research Methodology
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Research Methodology
Title of the study A study on Employee Job Satisfaction in APMDC Ltd, Mangampet. Sampling For the purpose of the study, 45 employees were taken into consideration as sample and the method used for sampling is simple Random Sampling from working in different departments. The total employees in the organization are 476. Methods of Sampling: The Technique to draw sample: Simple Random Sampling The student researcher applied the simple random sampling technique as the universe is pre-determined and the sample size is specified. Collection of data The data collection sources for the study are comprised with two sources: a. Primary Source b. Secondary Source a. Primary Source The primary source that has been used for the data collection is through distribution of questionnaires (i.e. five point scale). b. Secondary Source The secondary sources that are being used for the data collection are from company broachers, personnel manuals.
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Employee job Satisfaction Analysis of data The collected data is analyzed quantitatively by using percentile method by adopting 5 rating scale and shown in the form of bar diagrams. Limitation of the study: Time was the major constraint as the mentioned period was not enough to collect the data in detail. Most of the respondents are busy with their work schedule at project sites. Since all employees in the organization cannot covered for the analysis, only samples of 45 workers are taken into consideration
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Chapter-VI Data Analysis & Interpretation
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Data Analysis and Interpretation

1. The working condition/office/site environment is good Table-1 Nature of response Strongly disagree Disagree Cant say Agree Strongly agree Total No. respondents 00 00 10 30 5 45 Of Percentage 00 00 22 67 11 100
Graph-1
67
70
Percentage of respondents
60 50 40 30 20 10 0 0 0 22 11
Strongly disagree
Disagree
Can't say
Agree
Strongly agree
Interpretation: The above table clearly shows that, a good majority of 67% expressed their views as agree, 22% of respondents expressed their views as cant say, and 11% of respondents expressed their views as strongly agree about their working conditions
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Employee job Satisfaction 2. Work assignments are explained clearly to me
Table-2 Nature of response Strongly disagree Disagree Cant say Agree Strongly agree Total No. Of respondents 00 00 14 16 15 45 Percentage 00 00 31 36 33 100
Graph-2
Percentage of respondents
40 35 30 25 20 15 10 5 0
36 31
33
Strongly disagree
Disagree
Can't say
Agree
Strongly agree
Interpretation: The above table clearly indicates that, a majority of 36% expressed their views as agree, 31% of respondents expressed their views as cant say, and 33% of respondents expressed their views as strongly agree for the statement.
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Employee job Satisfaction 3. I derive psychological satisfaction with the work Table-3 Nature of response Strongly disagree Disagree Cant say Agree Strongly agree Total No. Of respondents 00 4 15 10 16 45 Percentage 00 9 33 22 36 100
Graph-3
percentage of respondents
40 35 30 25 20 15 10 5 0
33 22
36
9 0
Strongly disagree
Disagree
Can't say
Agree
Strongly agree
Interpretation: The above table clearly shows that, a majority of 36% expressed their views as strongly agree, 33% of respondents expressed their views as cant say, 22% of respondents expressed their views as agree, and only 9% of respondents expressed their views as disagree for the statement.
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4. I consider that my work is valuable in attaining my organizational goals Table-4
Nature of response Strongly disagree Disagree Cant say Agree Strongly agree Total
No. Of respondents 00 8 10 15 12 45
Percentage 00 18 22 33 27 100
Graph-4
35
33 27 22 18
30 25 20 15 10 5 0 0
Strongly disagree
Disagree
Can't say
Agree
Strongly agree
Interpretation: The above table clearly denotes that, a majority of 33% expressed their views as agree, 27% of respondents expressed their views as strongly agree, 22% of respondents expressed their views as cant say, and only 18% of respondents expressed their views as disagree for the statement. MKITW,Rajampet Page 52
5. I am satisfied with the infrastructure provided to complete my task/job
Table-6 Nature of response Strongly disagree Disagree Cant say Agree Strongly agree Total No. of respondents 00 00 00 25 20 45 Percentage 00 00 00 56 44 100
Graph-6
60 percentage of respondents 50 40 30 20 10 0 0 0 0
56 44
Strongly disagree Can't say Strongly agree
Disagree Agree
Interpretation: The above table clearly indicates that, a majority of 56% expressed their views as agree, and 44% of respondents expressed their views as strongly agree for the statement.
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6. My relationship with my supervisor is cordial
Graph-7
40 35 30 25 20 15 10 5 0
36 29 22
9 4
Disagree Agree
Interpretation: The above table clearly denotes that, a majority of 36% expressed their views as agree, 29% of respondents expressed their views as cant say, 22% of respondents expressed their views as strongly agree, 9% of respondents expressed their views as disagree, and only 4% of respondents expressed their views as strongly disagree for the statement. MKITW,Rajampet Page 54
7. My reporting officer guides me when ever need arises
Graph-8
50 percentage of respondents 40 30 20 10 0 0 0 29 27 44
Disagree Agree
Interpretation: The above table clearly indicates that, a majority of 44% expressed their views as agree, 27% of respondents expressed their views as cant say, and 29% of respondents expressed their views as strongly agree for the statement.
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Employee job Satisfaction 8. I am satisfied with the training and development provided by the organization
Graph-9
49 44
50 percentage of respondents 40 30 20 10 0 0 0 7
Disagree Agree
Interpretation: The above table clearly shows that, a majority of 49% expressed their views as strongly agree, 44% of respondents expressed their views as agree, and only 7% of respondents expressed their views as cant say for the statement.
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9. I am satisfied with the performance appraisal techniques followed in the organization Table-11 Nature of response Strongly disagree Disagree Cant say Agree Strongly agree Total No. of respondents 00 00 14 15 16 45 Percentage 00 00 31 33 36 100
Graph-11
40 35 30 25 20 15 10 5 0
31
33
36
Disagree Agree
Interpretation: The above table clearly denotes that, a majority of 36% expressed their views as strongly agree, 33% of respondents expressed their views as agree, and 31% of respondents expressed their views as cant say for the statements MKITW,Rajampet Page 57
10. I felt I'm paid a fair amount for the work I do Table-12 Nature of response Strongly disagree Disagree Cant say Agree Strongly agree Total No. of respondents 00 00 12 20 13 45 Percentage 00 00 27 44 29 100
Graph-12
50 percentage of respondents 40 30 20 10 0 0 0 27
44
29
Disagree Agree
Interpretation: The above table clearly indicates that, a majority of 44% expressed their views as agree, 29% of respondents expressed their views as strongly agree, and 27% of respondents expressed their views as cant say for the statement.
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11. I receive regular, timely feed back about my job
Graph-14
47
Disagree Agree
Interpretation: The above table clearly shows that, a majority of 47% expressed their views as strongly agree, 33% of respondents expressed their views as agree, and 20% of respondents expressed their views as cant say for the statement. MKITW,Rajampet Page 59
12. I am satisfied with the promotion and transfer policies Table-15 Nature of response Strongly disagree Disagree Cant say Agree Strongly agree Total No. of respondents 00 00 00 25 20 45 Percentage 00 00 00 56 44 100
Graph-15
56 44
Disagree Agree
Interpretation: The above table clearly indicates that, a majority of 56% expressed their views as agree, and 44% of respondents expressed their views as strongly agree for the statement.
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13. I'm satisfied with the first aid facilities
Table-17 Nature of response Strongly disagree Disagree Cant say Agree Strongly agree Total No. Of respondents 00 00 00 20 25 45 Percentage 00 00 00 44 56 100
Graph-17
60 percentage of respondents 50 40 30 20 10 0 0 0 0 44
56
Disagree Agree
Interpretation: The above table clearly shows that, a good majority of 56% expressed their views as strongly agree, and 44% of respondents expressed their views as agree for the statement. MKITW,Rajampet Page 61
14. I have job security in this organization
Graph-18
67
70 percentage of respondents 60 50 40 30 20 10 0 0 0 0 33
Disagree Agree
Interpretation: The above table clearly indicates that, a good majority of 67% expressed their views as strongly agree, and 33% of respondents expressed their views as agree for the statement.
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15. Im satisfied with the refreshment facilities Table-20 Nature of response Strongly disagree Disagree Cant say Agree Strongly agree Total No. of respondents 00 16 10 15 4 45 Graph-20 Percentage 00 36 22 33 9 100
40 35 30 25 20 15 10 5 0
36
33 22
9 0
Disagree Agree
Interpretation: The above table clearly shows that, a majority of 36% expressed their views as disagree, 33% of respondents expressed their views as agree, 22% of respondents expressed their views as cant say, and 9% of respondents expressed their views as strongly agree for the statement.
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Chapter-VII
Findings &Suggestions
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FINDINGS
The respondents are satisfied with the environment and nature of work. The respondents relationship with the superiors and colleagues are quite good. The Pay and promotion activities in this organization are also good. The refreshment facilities are also need to be improved because most of the employees are dissatisfied on this factor. The Respondents are overall satisfied with their job
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SUGGESTIONS
It is suggested that to get better out put from employees, recognition should be awarded to the employees. Employee job satisfaction is most important factor for the organization, so it should be consider and try to increase employees interest in work. Immediate feedback on the employee performance is very important to motivate the employees. The refreshment facilities are also need to be improved because most of the employees are dissatisfied on this factor.
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Chapter-VIII Conclusion
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CONCLUSION
The project done in APMDC Ltd, Mangampet has enabled in identifying the job satisfaction among the employees. Employees responded to the questionnaire and it was found that analysis that the job satisfaction among them is satisfactory.
The management providing all the welfare facilities to the employees and also continuously striving towards improving the quality of work life of its employees. The employees are working in this company very satisfactorily. Employees get good monetary benefits from management. The management is providing good leave and canteen facilities to all its employees. The management covered the entire employee under the Employees Provident Fund (Miscellaneous Provisions) Act-1952. There is no wage ceiling limitation. Mediclaim policy is very helpful to the employees. Due to all the activities Maximum number of employees of APMDC Ltd, Mangampet expressed their satisfaction levels as highly satisfied.
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ANNEXURE
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Questionnaire
(a) Name: (b) Age: (c) Gender: .
(d) Please indicate your level of agreement in connection with various factors: 3. Cant say
1. Strongly Disagree 4. Agree
2. Disagree
5. Strongly agree
1. The working condition/office/site environment is good. 1. Strongly Disagree 2. Disagree 3. Cant say 4. Agree 5. Strongly agree
2. Work assignments are explained clearly to me. 1. Strongly Disagree 4. Agree 2. Disagree 3. Cant say
5. Strongly agree
3. I derive psychological satisfaction with the work. 1. Strongly Disagree 2. Disagree 3. Cant say 4. Agree 5. Strongly agree
4. I consider that my work is valuable in attaining my organizational goals. 1. Strongly Disagree 2. Disagree 3. Cant say 4. Agree 5. Strongly agree 3. Cant say
5. I am satisfied with the infrastructure provided to complete my task/job. 1. Strongly Disagree 4. Agree 2. Disagree
5. Strongly agree 3. Cant say
6. My relationship with my supervisor is cordial. 1. Strongly Disagree 4. Agree MKITW,Rajampet 2. Disagree
5. Strongly agree Page 70
7. My reporting officer guides me when ever need arises. 1. Strongly Disagree 4. Agree 2. Disagree 3. Cant say
8. I am satisfied with the training and development provided by the organization. 1. Strongly Disagree 4. Agree 2. Disagree
5. Strongly agree
9. I am satisfied with the performance appraisal techniques followed in the organization. 1. Strongly Disagree 2. Disagree 3. Cant say 4. Agree 5. Strongly agree
10. I felt I'm paid a fair amount for the work I do. 1. Strongly Disagree 4. Agree 2. Disagree 3. Cant say
11. I receive regular, timely feed back about my job. 1. Strongly Disagree 4. Agree 2. Disagree
12. I am satisfied with the promotion and transfer policies. 1. Strongly Disagree 4. Agree 2. Disagree
5. Strongly agree
13. I'm satisfied with the first aid facilities. 1. Strongly Disagree 4. Agree 2. Disagree 3. Cant say
14. I have job security in this organization. 1. Strongly Disagree 4. Agree 2. Disagree
5. Strongly agree
15. Im satisfied with the refreshment facilities. 1. Strongly Disagree 4. Agree MKITW,Rajampet 2. Disagree 3. Cant say
5. Strongly agree Page 71
Bibliography
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BIBILIOGRAPHY
Reference Books: ASWATHAPPA .K, Human Resource Management 5th Edition, Publisher: TATA McGraw-Hill.
P. SUBBA RAO, Essentials of Human Resource Management and Industrial Relations, Himalaya Publishing House, 2007.
WEB SITES:
www.google.com
www.citehr.com
www.hrguru.com
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Employee job Satisfaction A Project Report on EMPLOYEE JOB SATISFACTION IN APMDC Ltd.

DEPARTMENT OF MASTER OF BUSINESS ADMINISTRATION

Employee job Satisfaction

Head of the Department Mr.D.Soma Sekhar, M.B.A.

Asst Prof. MBA dept.

Employee job Satisfaction

Employee job Satisfaction

Employee job Satisfaction EXECUTIVE SUMMARY

Employee job Satisfaction CONTENT

THEORIATICAL FRAME WORK OBJECTIVES OF THE STUDY

DATA ANALYSIS & INTERPRETATION FINDINGS & SUGGESTIONS

64-66 CONCLUSION ANNEXURE BIBLIOGRAPHY

Employee job Satisfaction

Employee job Satisfaction

Employee job Satisfaction

Employee job Satisfaction

The Indian mining sector: The Mining sector in India contributes

Employee job Satisfaction

1970 Iron Ore Bauxite 16.6 1.4

1990 55.6 5.0

Chromite Limestone Coal Copper Ore

0.27 23.8 73.7 0.5

0.94 70.1 211.6 5.2

1.4 109.8 293.6 4.2

6.44 5.55 5.41 12.42

6.05 5.61 5.06 7.90

Employee job Satisfaction

Employee job Satisfaction

Employee job Satisfaction

A.P. Mineral Development Corporation Limited ( APMDC ): Historical perspective:

The Corporation offers the following products/ services:

100.90 100.90 100.90 100.90

Employee job Satisfaction

Employee job Satisfaction

BOARD OF DIRECTORS: Board of directors in APMDC

Additional General Manager (HR.D)

Employee job Satisfaction

APMDC LTD Key highlights

YEAR 2007 2008

Employee job Satisfaction

Chapter-III Theoretical Framework

Employee job Satisfaction

EMPLOYEE JOB SATISFACTION

Employee job Satisfaction 1. Definitions

Employee job Satisfaction

Employee job Satisfaction

4. FACTORS INFLUENCING JOB SATISFACTION

The major factors influencing job satisfaction are presented below:

Employee job Satisfaction

Employee job Satisfaction WORKING CONDITION

Tips to manage Job satisfaction:

Employee job Satisfaction

8. Be proactive, conduct an annual career checkup.

Employee job Satisfaction

Employee job Satisfaction

Objectives of the study

Employee job Satisfaction

Need of the study

As it was suggested by the HR Department of APMDC Ltd, Mangampet.

Employee job Satisfaction

Scope of the study:

Employee job Satisfaction

Chapter-V Research Methodology