CONTENT CHAPTER-I INTRODUCTION. 1. Importance of the study. 2. Meaning and Definition. 3. Theories of Job satisfaction. 4.

Various factors of the Job satisfaction. CHAPTER II RESEARCH METHODOLOGY 1. Methodology of the study. 2. Objectives of the study. 3. Scope of the study. 4. Limitation of the study. 5. Sample size. CHAPTER III INDUSTRY AND COMPANY PROFILE 1. Cement Industry in India. 2. Efforts in the state. 3. An outlook of Kesoram Cement Industries Limited. 4. Awards. 5. Policies. CHAPTER IV CHAPTER V STATISTICAL ANALYSIS AND INTERPRETATION FINDINGS, CONCLUSION AND SUGGESTIONS

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10-12

13-21

22- 35 36-39 40-41 42

Annexure - 1. Questionnaire. Bibliography

CHAPTER 1: INTRODUCTION The study taken up to identify the job satisfaction of employees at kesoram cement industry facilitates to attain a practical understand on the job satisfaction in manufacturing industry (Cement in specific) and also enables the management to know the perceptions and aspirations of the employees job that they are performing on day to day basis. In the term Job Satisfaction the term satisfaction reveals and focuses on the likes and dislikes of the employees of the K.C.I.L. The study tries to identify the causes for satisfaction or dissatisfaction among the employees. So this survey using schedules and understanding the real picture of satisfaction will be the most effective and selective instrument for diagnosing and peeping into the employees and problems at work place. The success of any organization depends on the effective utilization and motivation of its human resources. Job satisfaction is an integral component of the organization climate and an important element in management employees relationship. IMPORTANCE OF THE STUDY The analysis of this Job satisfaction survey gives information regarding the perception and causes of satisfaction among employees towards their job. Job satisfaction may be either positive or negative. The positive feelings can be re-enforced and negative can be rectified. This survey provides employees an opportunity to express their inner and real feelings undoubtedly (As this is a schedule most of their feelings are observed). Every human being possesses unique skill set, such skills if properly utilized can become a supportive strength in achieving organization goals. The deteriorating conditions of the organization may be a result of low job satisfaction. In its sinister forms, it lurks behind wild at strikes, slows down work and increases absenteeism and higher employee turnover. It may also be a part of grievances, low productivity, disciplinary problems, and other organizational problems.

Job satisfaction exists when job characteristics (Profile) and wants of employees are in agreement. It relates to inner feelings of the workers regarding his job. Job satisfaction may be accounted to an individual or a group.

JOB SATISFACTION
When we study the interaction between human needs and organizational climate several questions arise. Such as, what does workers expect from job up to organization? How do attitudes of workers effect from quantity up quality of products? What do they think about the management? Etc the answer of all these questions may be that they think favorable if they are satisfied with the job or if they are unsatisfied or dissatisfied they think unfavorable. Thus job-satisfaction is the key to main problem. Job satisfaction is derived from the Latin word Satis and facere which means enough and to do respectively. C.L. Hulpin measured the effects of community characteristics of job satisfaction of female clerical workers. He found that job conditions held constant job satisfaction. The success of any organization depends on the effective utilization and motivation of human resources. More often Employee Attitude, Job satisfaction and industrial morale are used synonymously but they are not the same. A favorable attitude may contribute to job-satisfaction because job satisfaction is the result of so many attitudes. Likewise job satisfaction and morale do not carry the same meaning, though job satisfaction improves the employee morale. MEANING & DEFINITIONS: The term job satisfaction refers to an employees general attitude towards his job. Job satisfaction is the favorableness or un-favorableness with which employees view their work. A person is satisfied with his home and community life is also satisfied with his job. DEFINITION: According to Keith Davis job satisfaction as a pleasurable or positive emotional state resulting from the appraisal of ones or job experience. 3

According to LOCKE job satisfaction as a pleasurable or positive emotional state resulting from the appraisal of ones or job experience. According to ROBERT C.KAHN job satisfaction does seem to reduce absence, turnover and perhaps accident rates.

Conceptualization
THEORIES OF JOB SATISFACTION: There are three types of theories 1. 2. 3. Hertz berg theory Maslows need hierarchy theory Social reference group theory.

HERTZBERG THEORY: In these studies, he tried to understand the motivation problem and felt the knowledge about human behavior, nature motives and needs could be invaluable to organization and individual. According to Hertz bergs theory of motivation, achievement recognition, advancement, possibility of growth and responsibility factors are motivators, where as job security, salary, personal life, status, company policy and administration, working conditions these factors must be maintained by organization otherwise the employees will feel dissatisfied. MASLOWS NEED-HIERARCHY THEORY: According to this theory it is believed that a person is satisfied, if he gets what he wants and the more he want something or the more important it is to him, more satisfied he is when he gets it and he is dissatisfied he doesnt get it. SOCIAL REFERENCE GROUP THEORY: The social reference group theory is similar to need-fulfillment theory expect that it takes into account not desires, needs and interest of the individual, but rather the point of view

and opinions of the group to whom the individual looks for guidance. Such groups are defined as the reference group. According to this theory that if a job meets the interests, desires an requirements of persons reference group, he will like it and if it doesnt he will not like it. C.L.Hulin measured effects of community characteristics of job satisfaction of female clerical workers employed in 300 different catalogue order offices. He found that with job conditions held constant job satisfaction was less among person living in a well-todo-neighborhood than among this whose neighborhood was poor. The above theories help us as follows: 1. Job satisfactions a function of, or is positively related to the degree to which ones personal needs are fulfilled in the job situations, and 2. Job satisfaction is a function of, or is positively related to the degree to which the characteristics of the job meet with approval and the desires of the group to which the individual looks for the guidance in evaluating the world and defining social reality. VARIOUS FACTORS RELATED TO JOB SATISFACTION : According to Abraham A. Kumar there are two types of variables. 1. Characteristics of the individual 2. Characteristics of the job Characteristics of the individual: The following characteristics of an individual affect the job satisfaction of a worker.

A. Individual Difference: Individual difference make the study of the job satisfaction complicated because each one is different in his habits, attitudes, nature, etc., so each one differs in his perception towards his job and the organization he works for. A person may be fully satisfied with 5

his job and the organization or may not. While few may be fully satisfied, some other may feel quite indifferent in the similar work environment. Thus individual differences show case the complexity in determining unified levels of job satisfaction. B. Age: Hertzberg has established an important correlation between age and job satisfaction. According to him, in the early years of a youngsters employment morale of the youth is high and it decreases after sometime. In the present era, researches show that taking into account the occupational level constant there is generally positive correlation between age and job satisfaction up to the age- of early sixties and then there is a sharp decrease. On the other hand, there are studies that show on relationship between age and jobsatisfaction. C. Educational Level: With occupational level held constant there is a negative relationship between the educational level and job satisfaction. The higher the education, the higher the reference group, which the individual looks to for guidance to evaluate his job, rewards. D. Sex: There is yet no consistent evidence as to whether women are more satisfied with their jobs than man, holding constant the generally lower occupational aspiration of woman. CHARACTERISTICS OF THE JOB: OCCUPATIONAL LEVEL The higher the level of the job, the greater the satisfaction of the individual. This is because higher level jobs carry greater prestige an self-control. This relationship between occupational level and job-satisfaction stems from social reference group theory in that our society values some jobs more then others. Hence people in valued jobs will like them more than those who are in no valued jobs. The relationship may also stem from the need-fulfillment theory. People in higher level jobs find most of their needs satisfied then when they are in lower level ones. 6

JOB CONTENT: Greater the variation and the less there repetitiveness with which the tasks must be performed, the greater the satisfaction of the individuals involved. Since job content in terms of variety an nature of tasks called for is a function of occupational level, the theoretical arguments given above apply here also. LEADERSHIP: People like to be treated with consideration. Hence leadership results in higher job satisfaction than unconsidered leadership. SOCIAL INTERACTION: Interaction of people with others or groups may result line job satisfaction and dissatisfaction. if Interaction is unsatisfying a person may withdraw himself in case of voluntary group to withdraw and result is frustrating and the more the interaction the more the frustration. The Interaction is more satisfying if others behavior in the group is similar to Is own and others recognize him in the achievement of goals. SECURITY OF JOB: Security of job is an important factor in determining the job satisfaction if the organization provides job security the people in the organization feel satisfied and if they are quite insecure they will be frustrated, job security is an important consideration on lower level or unskilled jobs while it is secondary on higher level or technical or skilled jobs. WORKING CONDITIONS: If working conditions on the job in the organization are better in comparison to similar jobs in other organizations, the workers will be more satisfied. PAY AND PROMOTIONAL OPPORTUNITIES: These two variables are positively to job satisfaction. this is both of these variables tied up with occupation if level and social prestige. In addition, each of these variables also has the capacity of fulfill an increasing number of needs. if there are promotional avenues open in a particular job the person concerned will feel satisfied because promotional avenues are important considerations in job satisfaction. 7

A person will feel dissatisfied if there is no promotion or if the job lacks promotional avenues. Though promotional opportunities are closely related with the merit but seniority is also considered. INRTINSIC ASPECTS OF THE JOB: The intrinsic value of job is also related to job satisfaction. The intrinsic value of job differs from man to man so job satisfaction also differs. A person is satisfied with his job because he is especially trained for that job and has the acceptability of performing it well, he prefers that job only because, he gets recognition in the group of society. Few others may be interested in the job because it is easy to perform. What so ever may be the reason for accepting the job they may feel himself satisfied or dissatisfied with the job due to number of reasons. A more skilled worker may feel dissatisfied if there is low job requirements. OTHER VARIALABLES RELATED TO JOB SATISFACTION A) PRODUCTIVITY: Originally if assumed that well satisfied worker would produce more but later researched proved that this assumption was wrong. A satisfied worker may be high or low or average producer. In some case, job satisfaction and productivity are interrelated. Both influence each other and have circular relationship. The relationship between job satisfaction and productivity depends on the management technique. In different techniques the relationship may be 1) Higher productivity and low job satisfaction. 2) High productivity and high satisfaction. 3) low productivity with high satisfaction. B) TURNOVER: job satisfaction consistently correlates with turnover. It might have been seen that employees having low job satisfaction leave their employer as early as possible. So, low job satisfaction increases the turnover and high job satisfaction decreases it. Thus it has a negative correlation with labour turnover.

C) ABSENTEEISM: absenteeism is the same relationship with the job satisfaction as has the turnover. Both are negatively correlated. Employees who have low job satisfaction tend to remain absent of and on from their job. D) COMMUNITY CONDITIONS: Job satisfaction is influenced by community condition. It is generally advocated that poor community conditions pull down job satisfaction and better community conditions push it up. But this is not always true. What usually happens is that employees compare their community conditions with their job conditions. If job conditions are better that of community conditions, job satisfaction is higher. ADVANTAGES OF JOB SATISFACTON: Several benefits are derived from the study of job satisfaction by the management A) INDICATION OF GENERAL LEVEL: A study of job satisfaction gives the management an indication of general level of satisfaction among the workers of the company. The study can be made with references to a particular subject up a particular group of employees in other works, The study tells how employees feel about their job and about the organization what part of their feeling need attention up whose feelings are involved for looking at employees problems. B) COMMUNICATIONS: The various communications is brought on by job satisfaction survey. The flow of communication is in all directions i.e., upwards, downward and lateral because such surveys are planned, taken up and discussed. where this encourages the workers to explain what is in their minds upward communication may be fruitful. C) IMPROVED ATTITUDES: The attitudes of workers are improved through job

satisfaction study . It acts as a safely values, release ones emotions by expressing their emotions during the course of survey . On the other hand it shows an expression of management interest in employees welfare which gives employees a better feelings towards management.

D) TRAINING NEEDS: It determines the training needs of the employee and the supervisors , during the course of survey. It can be well established in what areas , the employees are satisfied or not satisfied it helps the management to determine whether employees or supervisors need training and in which field, so that management can arrange for the training. E) UNIONS: Generally executives and union office bears discuss about the various wants of the employees but survey verify such arguments. Union rarely opposes the survey results and in the most of the cases suppo0rt them, especially when they know that they will share the results

Chapter- 2: Research Methodology

OBJECTIVES OF THE STUDY:

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The main objective of the study is to analyze and examine level of job satisfaction in the Kesoram Cement Industries Limited and to know the problems faced by the employees. The specific objectives as follows: To highlight the level of satisfaction among the employees relating to the nature of job and other factors. To find out the impact of work life on job satisfaction To evaluate the working conditions in the cement industry To observe the difficulties of employees regarding their job To suggest suitable measures to improve welfare measures in the organization.

SCOPE OF THE STUDY This study has geographical scope as employees of Kesoram Cement Industries Limited. Job satisfaction of the employees has been covered on the basis of the following variables, Salaries and material benefits Job security Medical care Housing facilities Conveyance Superior and sub-ordinate relationship Freedom or expression Nature of job Working hours Working conditions

HYPOTHESIS

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As we know that a happy worker is a productive worker. So keeping a worker happy is management responsibility as to get the work done. But, to feel happy is employees perception. So the satisfied employee may contribute in effective way to the organizations efficiency. H10 - Job satisfaction among employee is essential element for improving his efficiency and effectiveness. H1a
-

Job satisfaction among employee is not an essential element for improving his

efficiency and effectiveness. H20 - Job satisfaction among employees does not reduce the Employee turnover. H2a - Job satisfaction among employees reduces the Employee turnover. H30-Job satisfaction does not reduce the resistance among employees for new implementations/change. H3a-Job satisfaction reduces the resistance among employees for new implementations/change.

Data Collection:
As this is investigative case analysis. The data comprises of both primary and secondary sources. PRIMARY DATA: The primary data, which is first hand information, is collected basing on a logically arranged questionnaire. Manager level to Executives of and organization. The data can be obtained from these people by surveying questionnaire face to face interaction between researcher and respondent and critical observation method of day to day work environment. SECONDARY DATA: For the study Secondary data is obtained from magazines, books, Journals, Statistical Reports and Web sites etc.

DATA PROCESSING OF ANALYZING:

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Data, which is gathered by administering questionnaires, was processed in simple manner to determine the level if satisfaction among employees. The Questionnaire has few questions dependent on Likert scale to ease the statistical analysis. done to prove the Hypothesis. CHAPTERISATION: In order to achieve the objective of the study and to test the hypothesis framed there of, the following scheme of chapterisation has been adopted. The study is divided in to five chapters based on the content of the study. The first chapter, which is naturally an introduction, deals with the theme of the study along with need and importance of the study based on which the research is to be pursued. The definition and meaning along with theories of Behaviour are discussed here. The second chapter deals with the Research Methodology explaining about the methodology of research for the study. The third chapter is completely devoted to the Company profile where in the fourth chapter covers to examine the analysis of data. The last chapter presents the summary, conclusions and suggestions of the study. For data representation various graphs, tables and diagrams can be used. Apt Statistics analysis

CHAPTER-3: INDUSTRY AND COMPANY PROFILE PROFILE OF KESORAM CEMENT INDUSTRIES LIMITED: 13

CEMENT INDUSTRY IN INDIA: In India cement is one among the products of high volume sales and high revenue generation products across markets. Many countries produce cement in large scale for their domestic use as well as for the benefits of the nation (Infrastructure maintenance). Among such countries Indian cement industry is the fourth largest in the world. Indias cement industry has witnessed tremendous growth on the back of continuously rising demand from the housing sector, increased activity in infrastructure, and construction boom, according to RNCOS latest research report titled, Indian Cement Industry Forecast to 2012. The countrys cement production is projected to grow at a compound annual growth rate (CAGR) of around 12 per cent during 2011-12 - 2013-14 to reach 303 million metric tonnes (MMT), as per the RNCOS research report. India is the second largest cement producing country with 137 large and 365 mini cement plants. The large plants employ 120,000 people, according to a recent report on the Indian cement industry published by Cement Manufacturers Association (CMA). Cement production in the country is expected to increase to 315-320 million tonne (MT) by end of this financial year from the current 300 MT. India dates back to 1914 for the first production of cement in porbandar with 100 tones. At that time India was in fifth place in cement production. A BRIEF HISTORY ON KESORAM CEMENT: One of the industrial giants in the country today, serving the nation on the industrial front, Kesoram Industries Ltd. Has a checked and eventful history dating back to the twenties when the industrial house of Birla acquired it with only a textile Mill under its 1924, it grown from strength to strength and Spreads its activities. To newer field like Rayon, Pulp Transparent paper, Spun pipes, Refractoties, Tyres and other products. Looking to the wide gap between the demand and supply of vital commodity cement, which plays an important role in nation building activity, the Government of India de-licensed the cement industry in the year 1966 with a view to a

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attract private entrepreneur to argument the cement product Kesoram rose to occasion up decide. To setup a few cement plants in the country. The first unit at Basanthagar with a capacity of 2.5 lakhs tones incorporating suspension preheated system was commissioned during the year 1969. The second followed suit in 1971 which added 2.0 lack tones capacity. The third unit with capacity 2.5 tones went on stream in 1978. It was further expanded to make it a 9.0 tones plant at Basanthnagar. Kesoram has an excellent record of performance achieving overall 100% capacity utilization. Kesoram Cement distribution itself stands top among the cement factories in India. Bagging the covered National productivity Award for two successive years i.e 1985 & 1986. Kesoram also bagged NCBM,S (National council for cement and Building Materials) and Gujarat. Earlier, the federation of A.P. chamber of commerce & industry (FAPCCI) conferred on kesoram and gave Award for best industries promotion. In 1991 Pt. Jawaharlal Nehru gave silver rolling Trophy for best industrial productivity effort. In the state also India Memorial National Award for Excellency in industry was awarded to Kesoram. In A.P state, facilities are located in different areas like Karimnagar, Warangal, Nizambad, Vijayawada and Nellore. In the other states it has opened around 10 depots. The market shares of Kesoram Cement industries in different States: STATES Andhra pradesh Tamilnadu Karnataka Maharastra MARKET SHARE 70.5% 0.94% 4.09% 2.81% National Award for energy. Kesoram Cement undertaking marketing activities extensively in the states of M.P.,. Karnataka, Tamilnadu, Kerala, Maharastra

CEMENT MANUFACTURERS ASSOCIATION:

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The cement industry in India dates back to 1914 when the first unit was established in Porbandar with a production just 1000 tones in a year it had attained fifth place among producing countries in the world, only China, Russia, Japan, U.S.A. were ahead of India. The Cement manufacturing Association came in to existence in 1961 with 17 member companies, the main objectives are 1) 2) 3) 4) To promote interest of its members in relation to customers and infantry in India. To link with trade and industrial organization in India and abroad. To encourage friendly cooperation and cordial relation among the cement producers. To study the problems faced by the cement industry and individual manufacturers and make representation to Government and other authorities urging tingly action. 5) 6) To encourage the research and technical advancement of the industry. To promote the image and goodwill of the industry among the customers and public at large. The cement has contributed significantly to the growth of important sectors of housing, roads, dams etc., in India and is now recognized as a significant infrastructure sectors to the growth of India economy. It is a matter of great pride for the India cement Industry. That the prestigious projects like Bakranangal dam, Mangalore, Vizag and Navasevasports road and rail bridges across the mighty rivers bramaputra, Ganga etc., Rajasthan canal and big housing projects works all built with India cement. At these are standing examples of high quality of India Cement as also their Strength and durability to fully. Meet all performance requirements in drivers types of application. Expertise has been developed by the cement companies in construction of concentrate will be happy sharing the experience and know how for adoption in other countries. 16

Supply of cement can be arranged through 50 kg of paper of HDPE etc., to suit the customers requirement with packing does fully automatic rotary packing machines which would ensure that each bag is filled with correct weight. Starting with a modest export in 1989-90, the Indian cement linker exports have crossed one million tones in 1992-93 currently exports are done to about 10 countries by 34 cement plants. AWARDS: Kesoram cement bagged prestigious award including national award for productivity technology, conservation and several state awards. For the year 1984 kesoram bagged best family planning effort in the starter of the federating of A.D. chambers of commerce &industry 1986-87.it also bagged the national award for energy efficiency for the year 1989-90for the best performance among all cement plants in India. This awards installed by national council for cement and building material(NCBM)in association with the department of power ministry of energy, Government of India. Kesoram bagged the prestigious A.P. state productivity award in 1987-89 also annexed the state award for industrial management in 1988-89 also. Best industrial promotion expansion effort in the state and Vozamany Ratnal was bagged for its contribution towards the social responsibility of rural and community development programs. For the year 1991 bagged may daily Award of the government of A.P. for best management and pt. Jawaharlal Nehru Silver Rolling Trophy for tar industrial productivity effort in tar state of A.P. by FAPPCI also the Indira Gandhi memorial national award for excellence in industry management award of the government of A.P for the year 1993 during the last three years government of A.P. has given the following awards nests management award for the years 1993 . Best industrial retain award conservation award for 1995 to keep the ecological balance , they have been nominate by government of India for VRIKSHA MITRA AWARD, best 17

effort of an industrial unit in the state of rural department 1994-95, presented by chief minister in march, 1996 Best family welfare award for 1996-97.

WELFARE FACILITIES AT KESORAM: Recreation club: Two auditoriums are provided for the employees to play the indoor games like shuttle, chess and for organizing cultural functions. Libraries and Reading Rooms: About 6,000 books are available in the library. All kinds of newspapers and magazines are made available in reading rooms for the family reading of the employees and their families. Canteen: It provided to cater to need of the employers for supply of snacks, tea, coffee and meals, they are provided with normal charges. School: English medium school telugu medium schools and oriya medium schools are provided to meet the educational requirement of the employees children with nominal charges. Dispensary: The company has provided a dispensary with qualified medical officer and Para medical staffs for the benefit of employees are covered under ESL scheme to avail the medical facilities from the ESI hospitals. House journal: A house journal in the name of Basanth nagar samachar is brought out quarterly where in all the important activities of the plant are published. Kesoram consumer-co-operative stores:

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Consumer co-operative stores is available to meet the needs of the employees for the supply of essential commodities like rice, wheat, sugar, etc.,

Sports and Games: Competitions in sports and gamed are conducted every year on august 15th independence day and January 26th republic day for the employees. Grievance procedure: Normally employees with grievance shall first represent immediately to his supervisor and explain to him. In some cases if supervisor is not available to settle the grievance, the employee shall explain the same to his department head. The department head will review the position of the grievance with the supervisor taking in to consideration. The company policy will find a solution and communicate the same to the concerned employee. In case no solution is found for the grievance at the department head level, the grievance shall be referred to the personal department. To take into consideration the various factors and discuss with concerned department head and why to find out the solution and redress the grievance of the employee according to the policy of the company. LIST OF AWARDS BAGGED BY KESORAM CEMENT Sl. No. Year Details 01 1976 FAPCCI award for Best Family Planning Efforts in the State FAPCCI award for Best Industrial Promotions / Expansion Efforts in the 02 1978 State. 03 1984 Best Family Planning Efforts in the State 04 1985 National Productivity Award. 05 1985-86 National Award for mines safety. 06 1986 National Productivity Award. 07 1986-87 National Award for Mines Safety. 08 1987-88 A.P State Productivity Award 09 1987-88 Best Family Planning Effort in the State. 10 1988-89 A.P State Award for Best Industrial Relations. 11 1989 A.P State yajamanya Ratna and Best Management Award. 12 1989-90 Best Family planning effort in the state by FAPCCI. 13 1989-90 NCBMs National Award for Energy Performance. 19

14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34

1991-92 1991 1993 1993 1994 1994 1994 1995 1995 1994-95 1998-99 1995-96 1995-96 1996 1996 1997 1998 1997-98 1998-99 1999 1999 1999 1999-2000 2000-2001

Indira Gandhi Memorial National Award for Excellence in Industry. FAPCCI Award Jawaharlal Nehru Award Silver Rolling Trophy for Best Industrial Productivity in the state. Mines safety Award in A.P. Best Management Award by AP Govt., Commendation prize for best industrial relations by A.P. productivity council. A.P State Karimkaratna Award in consolation category. Mines Safety Award in A.P. Commendation Prize for Best Industrial Relations by A.P Productivity Council. Award for Mines safety in A.P. FAPCCI Award for Best Rural Development efforts of an Industrial unit in the state. Best workers welfare including family planning by FAPCCI Shri Sitraram Rungta Memorial social awareness award by FIMI Commendation prize for best industrial relations by AP productivity council. A.P State award for environment & Mineral conservation. Mines environment & Mineral conservation award in A.P State The Bala Tondon Gold Medal award has been bagged by basanthanagar limestone mines for Environmental protection form the mining engineers association of India, New Delhi. The Best Pay roll saving group award among private sector. Mines Environment and pollution control Mines environment and pollution control permanent shield. Injury Rate performance received form by Dy. Director of General of mines and safety. Award for Best efforts in environment protection in region by the GPPPG

FIMI - Federation of India Mineral Industries. GPPPG - Godavari Pradushana Paryavarna Parirakshnaa Gavakshamu, Godavarikhani VISION AND CORE VALUES The business strategies and practices have to be changed continuously and they should be adapted to a changing world. Towards this direction many great companies have developed their policies for their vision for future is core values. The kesoram also set the vision and core values.

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VISION: Kesoram in their continuous pursuit for excellent cement quality and customer satisfaction is committed to achieve cost leadership optimally utilizing their resources by Striving for zero accidents, zero quality complaints and zero down-time. Enhancing individual skill through training and motivation. Total involvement through participative management activities. Creating healthy and safe environment. Continuous efforts for improving productivity CORE VALUES: To make the contribution for the advancement of the society and humanity. To help the public and government to take up construction activities for individual/ national development. To develop the rural areas and provide employment opportunities. Updating of latest technologies to meet the challenges

KESORAM CEMENT- QUALITY POLICY

Kesoram Cements is committed to produce and deliver quality cement as per customers requirement in compliance with applicable standards and continually improve the effectiveness of the quality management system with an aim to enhance customer satisfaction. THIS SHALL BE ACHIEVED BY: Improvement in quality of raw materials inputs. Progressive improvement in productivity and equipment efficiency. Total involvement of employees through participative management activities. Enhancing individual skills through training and motivation.

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Reduction of chronic losses. Technological innovations.

KESORAM CEMENT ENVIRONMENT POLICY Kesoram Cements is engaged in manufacturing of cement and are committed to protect the environment through continual improvement by reducing pollution, energy, water consumption and maintaining clean and green environment by implementing environmental management system as per ISO-14001. OBJECTIVES: Reducing the emissions and other pollutants form all sources. Comply with relevant environment legislation and regulation as applicable to our plant operations. Maintaining clean and green environment by reducing energy and water consumption. Providing training to all the employees for achieving the required objectives and targets, Subjects to review. This policy available to all our employees can be made available to public demand.

KESORAM CEMENT - OCCUPATIONAL HEALTH & SAFETY POLICY At kesoram cements, continual improvement in occupational health safety performance, and strive to target of zero accident. OBJECTIVES: To improve work facilities to reduce risk by implementing occupational health and safety management programs. To create awareness and involve all employees and interested parties in implementing OHS policy and objectives. To comply with applicable legislation and other regulations. To reduce leakages to create a healthy and safe environment. To further improve the healthy measures by implementing the systems of periodical medical check up of the employees.

CHAPTER 4: STATISTICAL ANALYSIS AND INTERPRETATION

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Aspects of Analysis OBJECTIVES OF THE STUDY: To highlight the level of satisfaction among the employees relating to the nature of job and other factors. To find out the impact of work life on job satisfaction To evaluate the working conditions in the cement industry To observe the difficulties of employees regarding their job To suggest suitable measures to improve welfare measures in the organization.

SCOPE OF THE STUDY Aspects and Area of Focus This study has geographical scope as employees of Kesoram Cement Industries Limited at Karimnagar. Job satisfaction of the employees has been covered on the basis of the following variables, Salaries and Monetary benefits: The Financial emoluments that employees at Kesoram cements get are considered as Salary and Monetary benefits. Job security: The probability of employee to keep his or her job. Medical care: The Medical assistance provided at shop floor as well as the employees families. Housing facilities: The quarters and the ambiance of the residential region are considered as Housing facilities. Conveyance: The allowances/ facilities provided to the employees to reach the company are treated as conveyance. Superior and sub-ordinate relationship (Employee/Peer Relationship): The relationship maintained between boss and his subordinates or among coemployees at work place is considered as Superior and Sub-ordinate relationship. Freedom of expression: The communication option and the relationship the management maintains with employees in order of receiving their opinions and suggestions is considered to be the Freedom of expression. Nature of job: The work/responsibility allotted to an employee at work place.

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Working hours: The number of hours employees are subjected to work, which is naturally 8 hours. This also includes over time duties and the convenience of such timings.

Working conditions: The ambiance including the level of convenience and security measurements at the work place.

HYPOTHESIS TO BE TESTED H10 - Job satisfaction among employee is essential element for improving his efficiency and effectiveness. H1a
-

Job satisfaction among employee is not an essential element for improving his

efficiency and effectiveness. H20 - Job satisfaction among employees does not reduce the Employee turnover. H2a - Job satisfaction among employees reduces the Employee turnover. H30-Job satisfaction does not reduce the resistance among employees for new implementations/change. H3a-Job satisfaction reduces the resistance among employees for new implementations/change.

Data Collection:
PRIMARY DATA: The primary data, which is first hand information, is collected basing on a logically arranged questionnaire. Manager level to Executives of and organization. The Questionnaire were used mostly as a schedule (i.e. interviewing the employees in person by researcher and noting down their opinions). SECONDARY DATA: For the study Secondary data is obtained from magazines, books, Journals, Statistical Reports and Web sites etc. DATA PROCESSING OF ANALYZING: Data, which is gathered by administering questionnaires, was interpreted through graphs. The Questionnaire has few questions dependent on Likert scale to ease the statistical analysis. Chi-Square test was used to test the hypothesis and Correlation was used find the relationship between the factors.

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As stated earlier in chapter I about 100 questionnaires were distributed to the executives of Kesoram Cement Industries Limited. The questionnaires are on a 5- point scale. a) Highly satisfied c) Neutral e) Highly dissatisfied From the 100 questionnaires returned back 14 factors of job satisfaction concerned with different aspects of the service conditions were faced before the respondents, opinions of a general nature from the concerned employee along with observation were taken for a proper understanding.
1.

b) Satisfied d) Dissatisfied

Employee Satisfaction towards Salary and monetary benefits of at Kesoram cements.

S alaryandm onetarybenefits
40 35 30 25 20 15 10 5 0 12 7 23 36

22

Highly satisfied

Satisfied

Neutral

Dissatissfied

Highly dissatisfied

Source: Primary data collected through the questionnaire for the study

Interpretation: Salary and monetary benefits are the primary factors for the job satisfaction of an employee. Among the respondents, 59% of the respondents are satisfied with these benefits. 22% of the respondents are neither satisfied nor dissatisfied and the remaining 19% of the respondents are not satisfied with their salary and monetary benefits. Irrespective of facilities provided at Kesoram cements, employees feel that few facilities can be created with an option of monetary allowances, so that those who do not require that facility would go for the monetary options. But, this

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is practically difficult for the organization. This leads to the higher level of dissatisfaction.

2. Employee Satisfaction towards Nature of the job at Kesoram Cements

Natureof thejob
45 45 40 35 30 25 20 15 10 5 0 Highly satisfied Satisfied Neutral Dissatissfied Highly dissatisfied 20 15 12 8

Source: Primary data collected through the questionnaire for the study

Interpretation: 65% of the respondents are satisfied with the nature of their job. 15% are neither satisfied nor dissatisfied. The remaining 20% respondents are not satisfied with the same. Few employees who have improved their qualification along with experience expect a change in their level of responsibilities. But organization goes by periodical appraisal this leads to dissatisfaction in the nature of job.

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3. Employee Satisfaction towards Managerial communication among employees

at Kesoram Cements

Manag erial com unication m

50 40 30 20 10 0 Highly satisfied Satisfied 13 8 43 34

Neutral Dissatissfied Highly dissatisfied

Source: Primary data collected through the questionnaire for the study

Interpretation: 77% of the respondents are satisfied with the managerial communication. 13% are neither satisfied nor dissatisfied. The remaining 10% respondents are not satisfied with the same. Personalized written communication is provided for the updates of the company. But, managerial interaction to the lower level of employees is less which leads to the 10% dissatisfaction.
4. Employee Satisfaction towards Peer Relations among employees of Kesoram

Cements

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P relations eer
60 50 40 30 20 10 0 56

27 8 7

Highly Satisfied NeutralDissatissfied Highly satisfied dissatisfied

Source: Primary data collected through the questionnaire for the study

Interpretation: 83% of the respondents are satisfied with the peer relations. 8% are neither satisfied nor dissatisfied. The remaining 9% respondents are not satisfied with the same. The relationships between superiors and subordinates as well as coemployees are exceedingly good at Kesoram.
5. Employee Satisfaction towards Housing Facilities provided to employees at

Kesoram Cements

H ousingfacilities
40 30 20 10 0 23 15 1 Highly Satisfied Neutral issatissfiedHighly D satisfied dissatisfied 35 26

Source: Primary data collected through the questionnaire for the study

Interpretation:38% of the respondents are satisfied with the housing facilities. 35% are neither satisfied nor dissatisfied. The remaining 27% respondents are not satisfied with the same. Employees are uncomfortable in the issues of privacy at quarters as most of them are not individual residences. Their dissatisfaction was even towards lower level of ventilation provided to quarters. 28

6. Employee Satisfaction towards Conveyance facilities provided at Kesoram

Cements

Convey ance
50 40 30 20 10 0 Highly satisfied Satisfied 23 15 9 7 46

Neutral Dissatissfied Highly dissatisfied

Source: Primary data collected through the questionnaire for the study

Interpretation: 69% of the respondents are satisfied with the conveyance. 15% are neither satisfied nor dissatisfied. The remaining 16% respondents are not satisfied with the same. Employees who travel by company bus are happy with the facilities whereas others are a bit dissatisfied by the allowance paid instead.
7. Employee Satisfaction towards Work environment at Kesoram Cements

Work environm ent

50 40 30 20 10 0 Highly satisfied Satisfied 25 10 15 3 Neutral Dissatissfied Highly dissatisfied 47

Source: Primary data collected through the questionnaire for the study

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Interpretation:72% of the respondents are satisfied with their work environment. 10% are neither satisfied nor dissatisfied. The remaining 18% respondents are not satisfied with the same. Most of employees were happy with the work environment where as few employees expected more advanced equipment at few shop floors.
8. Employee Satisfaction towards Working hours at Kesoram Cements

Workinghours
50 40 30 20 10 0 Highly Satisfied satisfied 12 8 46 32

Neutral Dissatissfied Highly dissatisfied

Source: Primary data collected through the questionnaire for the study

Interpretation: 78% of the respondents are satisfied with the working hours. 12% are neither satisfied nor dissatisfied. The remaining 10% respondents are not satisfied with the same. Working hours (8 Hours shifts) are satisfactory to the employees and the additional stretch of two hours in peak seasons is a bit dissatisfactory to few employees depending on the compensation towards that over time.
9. Employee Satisfaction towards Management relationship with employees at

Kesoram Cements

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Manag ent relationshipwith em em ployees

35 35 30 25 20 15 10 5 0 Highly satisfied Satisfied Neutral Dissatissfied Highly dissatisfied 5 24 18 18

Source: Primary data collected through the questionnaire for the study

Interpretation: 59% of the respondents are satisfied with their relationship with the management. 18% are neither satisfied nor dissatisfied. The remaining 23% respondents are not satisfied with the same. The only weak link in Kesoram is the lesser number of interactions that management make with employees as a whole. They communicate mostly through hierarchy which is leading to dissatisfaction in a part of employees.

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10. Employee Satisfaction towards Congenial climate at Kesoram Cements

Cong enial clim ate

60 50 40 30 20 10 0 Highly satisfied Satisfied 8 4 Dissatissfied 35 53

0 Highly dissatisfied

Neutral

Source: Primary data collected through the questionnaire for the study

Interpretation: 88% of the respondents are satisfied with congeniality of the climate. 8% are neither satisfied nor dissatisfied. The remaining 4% respondents are not satisfied with the same. Congenial climate refers to the uniform treatment towards all the employees. Every body at Kesoram are expected to move in the work place in their respective dress codes showing that all the employees are equal at work place.

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11. Employee Satisfaction towards Performance appraisal at Kesoram Cements

Perform anceappraisal
50 40 30 20 10 0 Highly Satisfied satisfied 8 5 3 46 38

Neutral Dissatissfied Highly dissatisfied

Source: Primary data collected through the questionnaire for the study

Interpretation: 84% of the respondents are satisfied with the performance appraisal. 8% are neither satisfied nor dissatisfied. The remaining 3% respondents are not satisfied with the same. Employees were highly satisfied by the periodical appraisal made over their performance and are very comfortable with the unbiased ways of appraising.

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12. Employee Satisfaction towards Recreation facilities available at Kesoram

cements

Recreation facilities
50 40 30 20 10 0 Highly satisfied Satisfied 12 3 0 37 48

Neutral Dissatissfied Highly dissatisfied

Source: Primary data collected through the questionnaire for the study

Interpretation: 85% of the respondents are satisfied with the recreational facilities. 12% are neither satisfied nor dissatisfied. The remaining 3% respondents are not satisfied with the same. The relaxation breaks at work place and amusement facilities at the housing colony were extremely satisfactory to the employees. 13. Training and development

Traininganddevelopm ent
50 40 30 20 10 0 Highly satisfied Satisfied 25 18 8 2 47

Neutral Dissatissfied Highly dissatisfied

Source: Primary data collected through the questionnaire for the study

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Interpretation: 72% of the respondents are satisfied with the training and development. 18% are neither satisfied nor dissatisfied. The remaining 10% respondents are not satisfied with the same. The employees satisfaction was due to the apt training mechanisms provided by Kesoram cements to work in a safe and secured work environment and the continuous learning ambiance provided to work.
14. Overall Employee satisfaction at Kesoram Cements

Overall satisfaction
50 40 30 20 10 0 25 15 10 3 Highly Satisfied NeutralDissatissfied Highly satisfied dissatisfied 47

Source: Primary data collected through the questionnaire for the study

Interpretation: 72% of the respondents are satisfied with kesoram cement. 15% are neither satisfied nor dissatisfied. The remaining 13% respondents are not satisfied with the same. Employees would be more satisfied if their opinions as mentioned above towards each factor are further upgraded.

Statistical Analysis and Testing of Hypothesis

Statistical Analysis Correlation Analysis convync environWork_ Sal & ben faciliHous Manag comm Nature of Job Emp_relation Congen_clim Overall Satisfaction Work _hrs peer Perf app recreate 35 T &D

Pearson Correlation Sig (2-tailed) N

0.675 0.001 100

0.876 0.024 100

0.235 0.034 100

0.926 0.001 100

0.543 0.012 100

0.726 0.04 100

0.473 0.045 100

0.917 0.003 100

0.876 0.05 100

0.912 0.034 100

0.329 0.041 100

0.517 0.019 100

0.657 0.03 100

Observation: The correlation analysis performed over the primary data collected gives an outcome that all factors considered for the study stating that they have influence on job satisfaction of an employee at Kesoram Cements have significant relationship with overall job satisfaction. Here we can notice that for the factors like Managerial communication, Work environment, recreation to the employees and training & development have comparatively low pearson correlation values stating their weakness in association with overall satisfaction. A special emphasis by Kesoram is required to see that those factors too influence the job satisfaction of their employees which in turn will increase job satisfaction of all employees as a whole. Hypothesis Testing using Chi-Square: Hypothesis Formulation Hypothesis 1: H10 - Job satisfaction among employee is essential element for improving his efficiency and effectiveness of an employee. H1a
-

Job satisfaction among employee is not an essential element for improving his

efficiency and effectiveness of an employee. To prove this hypothesis Chi-Square performed over the variables Overall Job Satisfaction and the Latest Performance appraisal report (The grades provided by the Hr team were converted into 5 point scale as follows and were used for the analysis, A* - 5, A-4, B-3, C-2 and D-1) the Chi-Square analysis result was as follows,

Employee Performance * Overall Satisfaction

Chi-Square Tests Value Pearson Chi-Square Likelihood Ratio Linear-by-Linear Association 5.317a 5.115 4.957 df 2 2 1 Asymp. Sig. (2sided) .000 .000 .002

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Chi-Square Tests N of Valid Cases 100

Inference: This indicates that there is a significant impact of Job Satisfaction on the performance of the employee which indicates that the satisfaction of employee towards his job makes him improve this effectiveness and efficiency. Result: Hence the Null Hypothesis stating that Job satisfaction is essential element for improving efficiency and effectiveness of an employee is accepted to be true.

Hypothesis 2
H20 - Job satisfaction among employees does not reduce the Employee turnover. H2a - Job satisfaction among employees reduces the Employee turnover. To test the Employee turn over based on Job satisfaction, experience which we have collected as respondents general information in the first part of questionnaire is converted in 5-point rating scales considering the following conversion pattern, Experience >10 years Experience >6 years but Less than 8 Experience >2 years but Less than 4 Rating 5 Rating 3 Rating 1 Experience >8 years but Less than10 Rating 4 Experience > 4 years but Less than 6 Rating 2 Note: There wasnt any recruitment for this plant for the last 2 years as there was no requirement for additional man power. Hence, the employee experience suggests how many new employees are there in substitution to earlier turn outs. Then, the data under the Employee experience is considered for the test and the results are as follows,

Emp_exp* Overall satisfaction

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Chi-Square Tests Asymp. Sig. (2Value Pearson Chi-Square Likelihood Ratio Linear-by-Linear Association N of Valid Cases .956a .960 .425 100 df 4 4 1 sided) .016 .002 .002

Inference: The Chi Square test indicates that there is a significant impact of Job satisfaction towards Employee experience indicating that there is strong association between these two factors and as the satisfaction levels of the employees are high the turnover rate is low. Result: Hence, the alternative hypothesis stating that Job satisfaction reduces employees turn over holds good. Hypothesis 3: H30-Training and Development activities do not have significant impact on Job Satisfaction. H3a- Training and Development activities have significant impact on Job Satisfaction.

Training and Develop * Overall satisfaction

Chi-Square Tests Asymp. Sig. (2Value Pearson Chi-Square Likelihood Ratio Linear-by-Linear Association N of Valid Cases 1.199a 1.232 .004 101 df 4 4 1 sided) .000 .000 .001

Inference: The results of the Chi-Square analysis suggest that there is significant impact of Training and Development activities on Job Satisfaction. Result: Hence the alternative hypothesis stating that Training and Development Activities have significant impact on Job Satisfaction holds well.

Chapter-5: FINDINGS, CONCLUSIONS & SUGGESTIONS

Objective Wise Findings 38

The interpretation of the primary data suggested the following levels of satisfaction in the employees of Kesoram cements Ltd. Sl.No. Factor 1. 2. 3. 4. 5. 6. 7. 8. 9. Nature of the Job Salary and Monetary benefits Managerial communication Peer Relations Housing Facilities Conveyance Work environment Working hours Highly satisfie d (%) 59 65 77 83 38 69 72 78 Neutr al(%) 22 15 13 8 35 15 10 12 18 8 8 12 18 15 Highly Dissatisfied (%) 19 20 10 9 27 16 18 10 23 4 3 3 10 13

Management relationship with 59 employees 10 Congenial (friendly) Climate 88 . 11 Performance appraisal . 12 Recreation facilites . 13 Training and Development . 14 Overall Satisfaction . 84 85 72 72

These satisfaction levels infers the following objective wise findings, Objective -1 focuses on the understanding over the job satisfaction of employees pertaining to Nature of job and other factors, at Kesoram Cements 59% of the employees are satisfied by their nature of job and 22% stay neutral neither

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dissatisfied nor satisfied.

A minor segment of 19% of the employees is

dissatisfied by the nature of job. Overall satisfaction of the employees towards their job considering all factors is 72% where as there are 13% of the employees who are dissatisfied. Objective -2 emphasizes on Work life and Job Satisfaciton, At kesoram cements it is observed that 38% of the employees are satisfied by the housing facilities, 85% are satisfied by Recreation facilities, 72% were satisfied by the work environment and 78% are satisfied by Working hours this conveys that except for the housing facilities, employees are very much satisfied towards the facilities and time provided by the Kesoram cements to them which in turn suggests that the balance which they attain through these facilities is improving the job satisfaction. Objective 3 focuses on the working conditions in Cement industry, the above satisfaction levels of employees towards the Working environment, congenial clime and Peer relations suggests the working conditions at Kesoram. The findings suggests that on an aggregate 82% of the employees are satisfied under these factors indicate the sophisticated and employee friendly environment that Kesoram provide. The other findings of the study include the statistical inferences which are as follows, The correlation analysis performed over the primary data collected gives an outcome that all factors considered for the study stating that they have influence on job satisfaction of an employee at Kesoram Cements have significant relationship with overall job satisfaction. Here we can notice that for the factors like Managerial communication, Work environment, recreation to the employees and training & development have comparatively low pearson correlation values stating their weakness in association with overall satisfaction. A special emphasis by Kesoram is required to see that those factors too influence the job satisfaction of their employees which in turn will increase job satisfaction of all employees as a whole. Hypothesis-1: Null hypothesis was accepted indicating, Job satisfaction among employee is essential element for improving his efficiency and effectiveness.

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Hypothesis-2: Alternative Hypothesis was accepted stating, Job satisfaction among employees reduces the Employee turnover. Hypothesis 3: Alternative Hypothesis was accepted indicating that there is significant impact of Training and Development activities on Job Satisfaction.

CONCLUSIONS Nature of job, Colleagues, Welfare facilities, Conveyance, working hours, managerial communication are accepted to be at higher level satisfaction by the respondents. Salary and monetary benefits, higher post else in future, Congenial and general climate, safety and security and stated to be fairly satisfied. acceptable level of satisfaction. This indicates that for an organization with commitment towards Quality, care and concern at Work place has to take care of all the factors which contribute to job satisfaction in order to retain the employees and also improve their levels of productivity seeking to the organizations profitability. Every organization should take care of the employees as their primary customers and should have major priority satisfying them so that in turn their productive and efficient work would lead to customer satisfaction and organization profitability. Housing facilities is not up to the

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SUGGESTIONS As far as Housing facilities in KCIL are concerned there are no proper ventilation and cleanness. It is very much obvious from the responses given by the executives that they need to be fine tuned. Educational facilities are not completely satisfactory due to the Lengthy procedure and Terms and conditions. Proper attention has not been paid to the social atmosphere in the company that is why executives feel that they are more mechanical the social elements. So we have to conduct games, sports, creative arts, get together, distribution of prizes, recognition awards etc. Due to hazardous nature of work the technical staff has been deprived of the healthy working environment. The working conditions need to be monitored constantly in order to reduce the work hazards. Welfare measures like prompt medical facilities, canteens, restrooms, conveyances should be given top priority.

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QUESTIONNAIRE ON JOB SATISFACTION KESORAM CEMENT INDUSTIRES LIMITED A) personnel profile of Respondent 1. 2. 3. 4. 5. 6. 7. 8. 9. Name Age Sex: : Male / Female : : : Educational Qualifications : Place of work Designation Present Center Employee ID:

Year of appointment to the Number & age of the children:

B) Job Related Factors Express your level of satisfaction as for the rating scale given below for different factors influencing Job satisfaction, Rate 5 if you are highly satisfied Rate 4 If you are satisfied Rate 3 if you feel good Rate 2 if you are dissatisfied Rate 1 If you are highly dissatisfied Factor Nature of the Job Salary and Monetary benefits Managerial communication Peer Relations Housing Facilities Conveyance Work environment Working hours Management relationship with employees Congenial Climate Performance appraisal Recreation facilites Training and Development Overall Satisfaction

Sl.No. 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14.

Level of Satisfaction

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15) Who bears the liability of paying Fringe benefits Tax in your organisation? A. The employer(entirely) B. The employee C. The employer but recover from employee D. Partially the employer and partially the employee 16) I what is the effect on total tax liability and Net Take-Home-Pay of the employee, CTC package remaining the same? A. Tax liability increase and Net Take-Home-Pay decrease B. Tax liability decrease and Net Take-Home-pay increase C. Not much affected 17) The amount of tax paid by both of them is decided on what basis? A. Some fixed ratio B. Any prior agreement C. According to the income tax rules D. Any other (specify) 18) What is the criterion of allocating different benefits between different levels of employees? A. On the basis of grades B. On the basis of basic salary C. At the option of employees* D. Any other (specify) 19) How do you segregate and apportion the various fringe benefits between different grades and designations of employees? A. Same benefits for all grades and designations of employees B. Different benefits for different grades and designations of employees C. Increase the benefits according to increase in grade pay and designation of employees D.none of above. SUGGESTIONS FOR THE STUDY :_________________________________________ ________________________________________________________________________

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BIBLIOGRAPHY Aswathappa: Human Resource Management, Pearson,2009. C.B.Mamoria: Personnel Management, Excel Books,2009. Thirupathi: Personal Management and Industrial Relations,Himalaya,2009. Keith Davis: Human Resource at work, TMH,2009. Noe & Hollenbeck: Human Resource Management, Pearson, 2009.

Websites www.kesoram cement.com www.citeHR.com

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