project job sanctification of employees

CHAPTER I

INTRODUCTION

This chapter introduces the reader to the background and the problem discussion.

Furthermore, it highlights the importance of the choice of field of research and narrows it

down to the purpose of the research work.

Human Resources Management (HRM) is a term used to refer the philosophy,

policies, procedures and practices related to the management of people begin an organization.

Today every organization has to face highly competition. Therefore organizations try to do

right thing at the right time. In that situation HRM plays major roll to achieve organizational

goals. Satisfaction is the one of major concept in Human Resource Management.

Employee satisfaction is a measure of how happy workers are with their job and

working environment. Keeping morale high among workers can be of tremendous benefit to

any company, as happy workers will be more likely to produce more, take fewer days off, and

stay loyal to the company. There are many factors in improving or maintaining high employee

satisfaction, which wise employers would do well to implement.

Job satisfaction is one of the important factors which have drawn attention of

managers in the organization as well as academicians. Various studies have been conducted to

find out the factors which determine job satisfaction and the way it influences productivity in

the organization. Though there is no conclusive evidence that job satisfaction affects

productivity directly because productivity depends on so many variables, it is still a prime

concern for managers.

Job satisfaction is the mental feeling of favorableness which an individual has about his

job. Durbin’s has defined job satisfaction in terms of pleasure and contentment when he says

that.

Job satisfaction is the amount of pleasure or contentment associated with a job. If you

like your job intensely, you will experience high job satisfaction. If dislike your job intensely,

you will experience job dissatisfaction.

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Job satisfaction is not the same as motivation, although it is clearly linked. Job design

aims to enhance job satisfaction and performance; methods include job rotation, job

enlargement and job enrichment. Other influences on satisfaction include the management

style and culture, employee involvement, empowerment and autonomous work groups, pay,

work responsibilities, variety of tasks, promotional opportunities the work itself and co-

workers.

Job satisfaction has been defined as a pleasurable emotional state resulting from the

appraisal of one’s job; an affective reaction to one’s job; and an attitude towards one’s job.

Weiss (2002) has argued that job satisfaction is an attitude but points out that researchers

should clearly distinguish the objects of cognitive evaluation which are affect (emotion),

beliefs and behaviors. This definition suggests that we form attitudes towards our jobs by

taking into account our feelings, our beliefs, and our behaviors.

‘Job satisfaction in regards to one’s feeling or state of mind regarding’ Nature of

their work. Job can be influenced by variety of factors like Quality of one’s relationship with

their supervisor, quality of physical environment in which they work, degree of fulfillment in

their work. If the relationship between the superiors is not perfect it can create several

problems to the employees. So the organization much concentrates on the employee’s

satisfaction, because now day’s success of organization depends on the employee’s

satisfaction towards the jobs.

Positive attitude towards job are equivalent to job satisfaction of employees where as

Negative attitude towards job has been defined variously from time to time. In short job

satisfaction is a person’s attitude towards job. Job satisfaction is an attitude which results from

balancing & summation of many specific likes and dislikes experienced in connection with

the job- their evaluation may rest largely upon one’s success or failure in the achievement of

personal objective and upon perceived combination of the job and combination towards these

ends. So the organization much concentrates the attitude towards the workers for their success

and improve performance.

2

Job satisfaction in regards to one’s feeling or state of mind regarding Nature of their

work. Job can be influenced by variety of factors like Quality of one’s relationship with their

supervisor, quality of physical environment in which they work, degree of fulfillment in their

work, etc. Positive attitude towards job are equivalent to job satisfaction where as negative

attitude towards job has been defined variously from time to time. In short job satisfaction is a

person’s attitude towards job. Job satisfaction is an attitude which results from balancing &

summation of many specific likes and dislikes experienced in connection with the job- their

evaluation may rest largely upon one’s success or failure in the achievement of personal

objective and upon perceived combination of the job and combination towards these ends.

Management is basic job is the effective utilization of human resources for

achievement of organizations objectives. The personnel management is concerned with

organizing human resources in such a way to get maximum output to the enterprise and to

develop the talent of people at work to the fullest satisfaction. The performance of human

being is influenced by psychological and social factors such as family, age, sex, experience,

education, job conditions, emotions etc.

No firm can reach its ultimate goal of profit maximization and wealth maximization

without satisfy the man power. Now a day it is widely accepted fact that a happy worker is a

valuable asset to any organization contribution to prosperity. Employees are the most satisfied

and highly productive when their job offers them security from economic strain, recognition

of their effort, clean policy of grievances opportunity to contribute ideas and suggestion,

participation in decision making and managing affairs clean definition of duties and

responsibilities opportunities for promotion, fringe benefits, sound payment structure,

incentives plans and profit sharing activities, health and safety measures, social security,

compensation, communication system. Finally atmosphere of mutual trust respect so the

employees are the precious asset of an organizations, the satisfaction of all employees in their

work is every important.

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STATEMENT OF THE PROBLEM

As a part of the research study the researcher conduct a study on job satisfaction of employee in Gasha steels Pvt., Ltd. This study is highly significant at their present situation, that the satisfaction is a serious factor in the company today. Now a day it also affects the decision making factor of management while dealing business affairs. And also several factors lead the employees to take leaves without any reason

OBJECTIVES OF THE STDUY

The following are the objectives of the study,

To study the level of satisfaction of employees in the organization. To give suggestions for improving the performance. To identify which factor that influences the job satisfaction.

RESEARCH METHODOLOGY

The Researcher had collected the data for this project is both primary and secondary Primary data collected from Gasha steels Pvt. Ltd through the questionnaire method and the secondary data collected from journals and websites.

Tools Used For Data Analysis

Percentage analysis is used to analysis the data.

Primary data

The primary data was collected through structured questionnaire.

Secondary data

Secondary data collected through journals, periodicals ad websites.

PERIOD OF STUDYThe period covers the entire study comes around five months. The researcher under

return 21 days of internship. Data were collected during those days after that data were classify and codify, then the researcher did analysis of data and writing part is done. Altogether the researcher took five month.

SCOPE OF THE STDUY

The study is limited to job satisfaction of employees at Gasha steels Pvt., ltd. Kanjikode, Palakkad.

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RATIONALE OF THE STDUY

Job satisfaction is an important concern in an organization. If the job satisfaction is less it may lead to less productivity, increased turnover, and absenteeism. For that we should give better facilities to employees.

LIMITATION OF THE STDUY

The following are the limitations of the study,

The research study was conducted within the limited duration of time. So the time

frame was a major constraint.

Unavailability of information as the researcher needs.

Language problem, because in Gasha steels majority of employees from north Indians

they only know Hindi or Bengali language.

SUGGESTED AREA FOR FURTHER STDUY

Employee’s motivation, employee’s safety and employee’s welfare can be analyzed for

further study in Gasha steels.

References:

Books:

1. Sheikh A.M (2007) “Human Resource development and Management” 2nd Edition,

S. Chand Limited.

2. Luthans F. (1995), “Organizational Behavior”, 9th edition, New Delhi, Prentice hall of India Pvt., Ltd.

3. Robbins S.P. (2005), “Organizational Behavior”, 11th edition, New Delhi Prentice

hall of India Pvt., Ltd.

4. P Subba Rao, V S P Rao (2010) “Personnel & Human Resource Management”

Konark Publishers.

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CHAPTER II

REVIEW OF LITERATURE

In this chapter, a previous research related to job satisfaction of employees which is

conducted in a small enterprise is discussed below.

Davis Etal (1985): In his research, Job satisfaction represents a combination of

positive or negative feelings that workers have towards their work. Meanwhile, when a

worker employed in a business organization, brings with it the needs, desires and experiences

which determinates expectations that he has dismissed. Job satisfaction represents the extent

to which expectations are and match the real awards. Job satisfaction is closely linked to that

individual's behavior in the work place.

Giffeth Horn and Gaertner (2000): Reported that, job satisfaction is negatively related

to turnover intention. Organizational predicts turn over better than job satisfaction. This

finding suggests that job satisfaction may be a more distal influence upon turnover intention

than organizational commitment

Springer (2002): Investigated the potential mediating role of job satisfaction between

job stressors namely role overload-quantitative, role overload-qualitative and lack of career

development as a source of stress on the one hand and various facets of organizational

commitment namely affective, continuance and normative. Path analyses revealed that role

overload- quantitative directly and negatively influence both job satisfaction and career

development as a source of stress directly and negatively influence job satisfaction. Findings

also suggest that job satisfaction mediates the influence of role overload- quantitative on

various facets of organizational commitment.

Heslin (2003): In his study, job satisfaction and organizational commitment stated that

employee’s productivity is largely related to their level of job satisfaction and in fact the

turnover rate can be reduced with a higher level of organizational commitment. There is

relatively strong relationship between job satisfaction and organizational commitment.

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Statt (2004): In his study, Job satisfaction can as the extent to which a worker is

content with the rewards he or she gets out of his or her job, particularly in terms of intrinsic

motivation.

Mullins (2005): Job satisfaction is a complex and multifaceted concept which can

mean different things to different people. Job satisfaction is usually linked with motivation,

but the nature of this relationship is not clear. Satisfaction is not the same as motivation. Job

satisfaction is more of an attitude, an internal state. It could, for example, be associated with a

personal feeling of achievement, either quantitative or qualitative.

Kaliski (2007): Job satisfaction is a worker’s sense of achievement and success on the

job. It is generally perceived to be directly linked to productivity as well as to personal well-

being. Job satisfaction implies doing a job one enjoys, doing it well and being rewarded for

one’s efforts. Job satisfaction further implies enthusiasm and happiness with one’s work. Job

satisfaction is the key ingredient that leads to recognition, income, promotion, and the

achievement of other goals that lead to a feeling of fulfillment.

George Etal (2008): Job satisfaction is the collection of feeling and beliefs that people

have about their current job. People’s levels of degrees of job satisfaction can range from

extreme satisfaction to extreme dissatisfaction. In addition to having attitudes about their jobs

as a whole. People also can have attitudes about various aspects of their jobs such as the kind

of work they do, their coworkers, supervisors or subordinates and their pay.

Aziri (2008): In his research work we consider that job satisfaction represents a feeling

that appears as a result of the perception that the job enables the material and psychological

needs.

Graham and Nafukho (2010): In his research, finds that Seek to introduce a

conceptual model that illustrate presumed association among work climate relationships, job

satisfactions, organizational commitment, turnover intentions, retentions, crash rates and

numerous residual costs. They state that organizational commitment when compared to

turnover, has received limited attention in transportation safety research among truckload

organization. The study raises the level of awareness that there is much work do to gain

comprehensive knowledge of variables that influence driver safety outcomes and the

appropriate inventions necessary to elevate organizational commitment and retention.

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Spector (1997): in his research find that, the importance of job satisfaction specially

emerges to surface if had in mind the many negative consequences of job dissatisfaction such

a lack of loyalty, increased absenteeism, increase number of accidents etc. Lists three

important features of job satisfaction. First, organizations should be guided by human values.

Such organizations will be oriented towards treating workers fairly and with respect. In such

cases the assessment of job satisfaction may serve as a good indicator of employee

effectiveness. High levels of job satisfaction may be sign of a good emotional and mental

state of employees. Second, the behavior of workers depending on their level of job

satisfaction will affect the functioning and activities of the organization's business. From this

it can be concluded that job satisfaction will result in positive behavior and vice versa,

dissatisfaction from the work will result in negative behavior of employees. Third, job

satisfaction may serve as indicators of organizational activities. Through job satisfaction

evaluation different levels of satisfaction in different organizational units can be defined, but

in turn can serve as a good indication regarding in which organizational unit changes that

would boost performance should be made.

References:

Journals:

Aziri B (2011) job satisfaction: a literature review, Management Research and Practice vol.3

Issue 4 Pp: 77-86.

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CHAPTER III

THEORTICAL FRAMWORK

The last chapter was dealing with a literature review on employee satisfaction of a

medium and small scale industry. This chapter clearly says about the confectionery industry

and the company.

Industrial Profile

The history of the modern steel industry began in the late 1850s, but since

then steel has been basic to the world's industrial economy. This article is intended only to

address the business, economic and social dimensions of the industry, since the bulk

production of steel began as a result of Henry Bessemer's development of the Bessemer

converter in 1857. Previously steel was very expensive to produce and only used in small

expensive items such as knives, swords and armour. Steel is crucial to the development of any

modern economy and is considered to be one of the backbones of human civilization. The

level of per capita consumption of steel is treated as an important index of the level of socio-

economic development in a country.

India is slated to become the second-largest steel producer in the world by 2015. Steel

production in the country has increased at a compound annual growth rate (CAGR) of 6.9 per

cent over 2008-2012.India's real consumption of total finished steel grew by 0.6 per cent year-

on-year in April-March 2013-14 to 73.93 MT, according to the Joint Plant Committee (JPC),

Ministry of Steel.Increasing demand by sectors such as infrastructure, real estate and

automobiles at home and abroad has put India on the world map. The construction sector

accounts for around 60 per cent of the country's total steel demand while the automobile

industry accounts for 15 per cent.Ministry of Steel, Government of India, is considering

setting up a strong research and development (R&D) mission/centre, virtual or otherwise, to

step up innovative research and technology development in the country's steel industry.

The liberalization of the industrial policy and other initiatives taken by the government

has spurred the growth of the private sector in the steel industry. While the existing units are

being modernized or expanded, a large number of new steel plants have also come up in

different parts of the country based on cost-effective and state of-the-art technologies. In the

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http://en.wikipedia.org/wiki/Bessemer_converter

http://en.wikipedia.org/wiki/Bessemer_converter

http://en.wikipedia.org/wiki/Henry_Bessemer

http://en.wikipedia.org/wiki/Steel

last few years, the rapid and stable growth of the demand side has also prompted domestic

entrepreneurs to set up fresh Greenfield projects in different states of India. With the increase

in global population, there is a greater need for steel to build public-transport infrastructure.

Emerging economies will continue to drive demand as these countries require a significant

amount of steel for urbanization and industrialization purposes.

India's steel sector is anticipated to witness investment of about Rs 2 trillion (US$

33.26 billion) in the coming years, as per Tata Steel. India’s iron and steel sector are slowly

regaining financial health, with demand for the metal finally coming close to the installed

capacity. This has resulted in better profitability due to higher realizations on every tonne of

steel sold.

The demand-supply balance has shifted in the first four months of the current fiscal,

with demand being higher. As per the Joint Plant Committee, under the Ministry of Steel,

domestic consumption and exports led to 27.56 million tonne of steel being sold during the

period, which was higher than the production at 27.39 million tonne. This is mainly on

account of disposal of inventory from previous months.

In the same period, Indian steel makers produced 27.15 million tonne of the metal

while only being able to sell 26.99 million tonne including both exports and domestic sales.

The result has reflected in the improvement of net sales realizations of the metal and boosted

profitability of steel companies.

The total employment in the industry is more than two million (including direct and

indirect employment). Most of the Steel plants are situated in economically backward regions

of the country. Therefore, Steel companies have contributed to the overall development of

civic, medical, educational and other facilities in these regions.

Since non-executives recruitments are carried out mainly on regional level, a large

number of SCs/STs and other weaker section of the society get the benefit of employment in

SAIL. For jobs of temporary & intermittent nature, generally contractors deploy workmen

from the local areas, which again provide an opportunity for employment of local candidates

of economically weaker section.

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Establishment of steel plants in economically backward areas has given a fillip to the

economic activities thus benefiting the support population providing different types of

services. Over the years, a large group of ancillary industries has also developed in the

vicinity of Steel Plants. This has created opportunities for local unemployed persons for jobs

and development of entrepreneurship.

Functions of the Ministry

Coordination of data from various sources for the growth of the iron and steel industry

Formulation of policies in respect of production, pricing, distribution, import and export

of iron & steel and Ferro alloys

Planning and development of and assistance to the entire iron and steel industry in the

country

Development of the input industries relating to iron ore, manganese ore, refractories and

others required by the steel industry

Major Players in the Industry

Steel industry was mostly dominated by Public sector before liberalization in 1991.

But liberalization gives a new life to the industry. It allows new private players to enter in the

market and encourages existing players to expand their capacity. This eventually brings

competition in the market. Presently India is the 5th largest producer of crude steel in the

world and is expected to become the 2nd largest producer by 2015-16. Production of crude

steel (in tonnes)

Public Sector 16.714

Private Sector 48.161

Total 64.875

Percentage share of Public sector 26%

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Government Initiatives

Ministry of Steel, Government of India, is considering setting up a strong innovative

research and technology development in the country's steel industry. The Centre's Steel

Development Fund (SDF) and Plan Scheme presently provide financial assistance for R&D in

the sector.

Under the SDF scheme, 82 R&D projects have been approved with total project cost

of Rs 677 crore (US$ 112.61 million) where in research and development (R&D)

mission/centre, virtual or otherwise, to step up SDF assistance is Rs 370 crore (US$ 61.54

million). Under the Plan Scheme, eight projects have been approved with a total cost of Rs

123.27 crore (US$ 20.51 million) where in government assistance is Rs 87.28 crore (US$

14.51 million).In order to increase industrial activity, the Government of India, through the

Ministry of Steel, has signed Memorandums of Understanding (MoUs) with all the major

steel producing Public Sector Undertaking (PSU) companies such as SAIL and Rashtriya

Ispat Nigam Ltd (RINL). These will help to direct the companies to achieve targets and

benefit the sector as a whole.

The industry directly employs more than two million people worldwide, with a further

two million contractors and four million people in supporting industries. Considering steel’s

position as the key product supplier to industries such as automotive, construction, transport,

power and machine goods, and using a multiplier of 25:1, the steel industry is at the source of

employment for more than 50 million people. World crude steel production has increased

from 851 megaton’s (Mt) in 2001 to 1,606 Mt for the year 2013.

World average steel use per capita has steadily increased from 150kg in 2001 to 225

kg in 2013. India, Brazil, South Korea and Turkey have all entered the top ten steel producers

list in the past 40 years.

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Company Profile

Gasha Steels Pvt.Ltd. Company situated at Kanjikode, Palakkad. And the flagship

division of 1000 crores kalliyath group was establishing in the year 2001. Gasha Steels the

flagship division of the 1000 crores kalliyath group was incorporated 0n 30 th June 1995 wide

certificate of incorporation no: 0909179 of 1995 issued by registrar of company Kerala. The

managing director of Gasha Steels is Mr. K Abdul Gafoor. The company has not accepted any

deposit from the public and the provision of section 58A of the Company’s Act 1956 and the

rules framed there under not applicable. The company required to maintain cost records under

the section 2009 (1) (D) of the Company’s Act 1956. The authorized share capital of the

company is 50, 00,000 divided into 50,000 equity shares of capital provides in companies act

1956.

Kalliyath group of companies is today leading entity in south Indian with the

total turnover 1000 crores and the rich legacy of group is successfully carried forward by the

third generation and today the group has diversified interest in real estate, healthcare,

transportation and global trade. This group has been in front of steels trading and

manufacturing business over 75 years.

The company is situated in the new industrial development area Kanjikode,

where KSEB was commissioned A 220 KV substation. Location is between Palakkad and

Coimbatore is well connected with rail road service power and water is available in the site.

The area is considered to be having good water source at 200-300 feet depth it is proposed to

make two bore wells in the site. This facilitates easy economic movement materials of

materials, finished goods and manpower etc.

The company is engaged in the business of manufacturing TMT Bars and Wire Rods

of various sizes and specifications according to the BIS standards (ISI) and needs of the

customers up to a capacity of 3000 tonnes per month on double shift basis. The rolled

products are Steel Rods from 5mm to 16 mm. These rolled products, namely 8, 10, 12, bars

are extensively used in buildings and other civil construction works in Kerala. Our rolling mill

unit is spread over 4.5 acres of land with adequate infrastructure facilities.

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Gasha Steels steadily grows on its core ideals of Quality Management, constant

innovation and understanding customers’ needs, through continuous quality improvements in

steel industry and according to their needs they produced the good quality products.

Gasha Steels were able to strengthen its position as a market leader. The Company’s products

command a good premium over the market prices. Now Gasha emerging as top one among

the reputed rolling mills in Kerala

High quality Thermo Mechanically Treated (TMT) bars are manufactured using the

most contemporary technology available worldwide and supervised by qualified metallurgists

and structural engineers. Our products are BIS approved and meet all the standards of ISI and

marked with ISI label. The salient features of the rolling mill include an extensive billet /

ingot yard fore cast-wise (chemical) stacking of billets; this will help to get better consistency,

strength and quality in their TMT Bars and they focus always in the quality.

Our TMT steel bars are made using the Rapid Quenching & Tempering technology. It

allows the production of bars to be on par with BIS and international standards. Hot rolled

bars from steel billets are subjected to PLC-controlled online thermo-mechanical treatment;

the bars are made to pass through heat treatment over three successive stages.

Quenching

Self Tempering

Normalizing (Atmospheric Cooling)

After the quenching process, the bars are cut to desired sizes with the Auto Shearing

machines and transferred to the Cooling Bed wherein they are naturally cooled to get the

defined structure. Unlike conventional bars that are subjected to force cooling or cold

twisting.

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Theigh Ingots Pvt.,Ltd. is an ISO certified company manufacturing MS Ingots, with

the state of the art Induction Furnace Technology. Commissioned in the year 2008 we have

become pioneers in adopting the latest technologies for manufacture of MS Ingots. The major

portion of our raw material is imported from Central Europe, USA and Middle East. Right

from the selection of raw material we take utmost care to manufacture defect free MS Ingots.

Which is the raw material used in our sister concern Gasha Steels and Alloys Pvt., Ltd.

Our plants are equipped with sophisticated quality control lab and instruments for analyzing

the chemical and physical composition of the finished Ingots as well as raw material. At

Theigh Ingots we follow strict quality standards. Our product quality adheres to ISI

certification (IS 2830:1992).To ensures that the quality standards are maintained, the process

is monitored at every stage of production. The manufacturing process is supervised by a

technically qualified metallurgist and a team of experienced supporting staffs.

Product Range

C20: These Ingots are used for the manufacture of TMT bars with Fe415 Grade. The

Chemical Composition as below

Carbon: 0.17 - 0.23 %

Manganese: 0.30 – 0.36 %

Sulphur: Max – 0.055%

Phosphorus: Max - 0.055%

Silicon: Max - 0.42%

Micro Alloying Elements: Traces

C20MMn: These Ingots are used for the manufacture of TMT bars with Fe500 Grade. The

manufacturing process is supervised by a technically qualified metallurgist and a team of

experienced supporting staffs.

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Carbon: 0.17 - 0.23 %

Manganese: 0.60 – 1.00 %

Sulphur: Max – 0.055%

Phosphorus: Max - 0.055%

Silicon: Max - 0.42%

Micro Alloying Elements: Traces

The Steel fab Highlights.

Brings professionalism into material management.

Reduces inventory cost by not dumping materials at project site.

Reduces man hours per metric ton.

Reduces non-value added waste by minimizing the rebar loss rate.

Able to process varied shapes of reinforcement.

Reduces the project completion time with the rapid rebar processing.

Meets the reinforcing design with utmost accuracy and specification.

Streamlines material flow.

Avoids work space disturbance at the project site.

Works on TMT steel bars of any company.

Reduces the overall cost of the project.

Saves a minimum of Rs. 7000/- per metric tons.

Speeds up the whole bar bending process.

Super savings in time – 1 day as to 30 days in conventional bar bending.

Ensures your work site is an accident free zone.

Prevents theft of steel from project site.

TMT bars have high strength, greater yield & elongation, uniform micro structure,

toughness, ductility and greater weld ability. They also bond better with cement concrete mix.

Hence they are equipped with the requisite properties like outer rib arrangements as per the

standard of BIS with CNC machines to meet the pullout test of BIS, also to provide strength

to concrete structures for enduring natural hazards. Further, our quality controllers also test

each product at both, procurement and delivery stages. This helps us in avoiding any

16

inconsistency at the clients end. Owing to superior finish and high utility designs, these

products are extensively demanded in the construction field.

The Gasha Steels deals with the manufacturing of TOR steels bars and TMT steels

bars by adopting highest manufacturing standards and using cutting edge technology. They

stand in the said of technology and in quality to bring the best over the years. It has evolved to

become one of the most reliable and excellent rolling mills. Gasha steels promises and fulfills

safety, quality, reliability and strength in the steel bars they are producing. The company runs

with fully computerized networking system in its administration with latest infrastructure

facilities.

All kind of ferrous and non ferrous metals meant for any industrial use and to carry on

business in colder hot rolling rerolling edge milling sheeting stamping pressing extra ding

forgoing drawing flattering straightening andheat trading of all kinds of steels and other

material due to its superior quality or brand kairali TMT is highly popular and widely

accepted among to discerning customers both in the commercial and domestic sectors. The

TMT process imparts high strength to the bars using the latest technology.TMT is produced

by thermo – mechanical treatment and not by cold twisting; therefore there is no position

residential residual stress in the bar, which results in corrosion resistance characteristics.

The company now manufactures 5mm 6 mm CTD bars (cold twisted bars) 8mm

10mm 12mm TMT bars. The proposed installed capacity of unit 36000 TMT of construction

steels per annum and estimated project cost Rs. 970 Lakhs the cost of power and huge

demand is the main attraction of setting up of a unit of this kind in kerela. Gasha is now

rolling 8mm, 10mm, 12mm, 14mm, 20mm, 24mm, 28mm, and 32mm of TMT, for which all

are tested by UTM, inn physical laboratory. Above 60% of the scraps are imported from

USA, UK, Middle East and Africa. The company has mega structure has melting division and

also handles production capacity up to 50,000 tons per annum.Technical staffs are recruited

only through contract basis. These labours are mainly from Orissa and BiharThere are around

30 staff employee working in paragon steel and technical staffs are recruited only through

contract basis. These labours are mainly from Orissa and Bihar.

Salient Features of Gasha Steels

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The customers is more prefer Gasha steels because of this reasons, there product approved by

BIS, more bonding strength, Earthquake resistance, Cost effective in long run and heat

resistance.

Some of the main suppliers are

Our product mainly supplied by this suppliers PSP steels ltd, Sri Padma Balaji steels ltd,

Marutham steel ltd and MA steels ltd and they maintain a good relationship with us. So the

supply of Gasha steels is going according to the customer’s needs.

Some of the customers are

These are main customers that buy the product from the Gasha steels, Vanjinad Forginsps ltd,

Jaibharath Steels, MK Steels, Sabari steels and Sri Traders. The company and the customers

made a good relationship with each other’s and this customer has satisfied with their products.

For that Gasha steels also concentrate on their products.

List of documents held by Gasha Steels Pvt., Ltd.

Memorandum of association

Article of association

Staff regulation

Purchase procedures

Group insurance scheme

ISO: 9001/2001 document of Gasha steels Pvt., Ltd.

Gasha steels Pvt., Ltd. employees provident fund scheme

Gasha steels Pvt., Ltd. employees gratuity funds rules and regulations

Promotion and up gradation policy of managerial employees

Mission

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Every organization has there on mission like that Gasha steels have the mission like Quality &

Purity and Safety and Strength for that they highly concentrate on their products and there

production process.

Policies

Credit policy

Promoters

Chairman & Director

Managing Director

Objectives

For success of an organization there must be a good objective, so the gasha steels have the

objectives

Providing good quality products

Create customer satisfaction

To create healthy working environment

Giving good working conditions among the workers

Maintain quality leadership

To detect and prevent problems in the organizations

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Awards

Steel manufacturing association award in the year 2007-08 for best marketing

company in steel industry.

Kalliyath Group was awarded by Governor of Kerala in achieving Vyavasaya Ratna

award.

Mr. Noor Mohammed Shah, The managing director of Kalliyath group is elected as

the president for Steel manufacturing Association – Kerala.

Company has been awarded for the best pollution free company by Kerala pollution

control board for the year 2009-10.

The company chairman received doctorate in humanities for business excellence by

Srilankan government.

Our Groups most promising member, Mr.Humayoon Kalliyath was awarded 'Icon of

Youth in Business ‘award by the youth wing of the Kerala Vyapari Vyavasayi

Ekopana Samithi (KVVES).

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Organization Chart of Gasha Steels Pvt., Ltd.

References:

Internet:

www.kalliyathgroup.com

www.steel.gov.in

21

Managing Director

General Manager

Finance PersonalProductionPurchase

General Administrative Officer

Personnel Manager

Finance Manager

SalaryAdministration

Officer

WorkManager

AssistantsCashier Supervisor

OfficeAdministrator

TOR

ClerkWorkers

CHAPTER IV

DATA ANALYSIS & INTERPRETATION

The previous chapter deals with the company profile including, history, services of the organization and vision and mission of Gasha steels pvt., ltd. The current chapter goes for an analytical version of the data collected in support of the topic of the project.

Table 1

Age group

Age group No. of respondents % of respondents20-30 14 7030-40 5 25

Above 40 1 5Total 20 100

Source: Primary Data

The table1 indicates age group and the data from the table have been transferred to

figure 1 for better analysis and drawing of conclusion.

Figure 1

Age group

70%

25%

5%

percentage of respondents

20-3030-40Above 40

Interpretation

From the above data, states that around 70% workers are wit in the age group of 20-30 and 25% are 30-40 and only 5% is above 40.

Now, the researcher eyes on communication between senior management and employees and here also a table is used for administering the data, relevant for the area and data related to gender.

Table 2

22

Gender

Gender No. of respondents % of respondents

Male 20 100

Female 0 0

Total 20 100


The table 2 indicates gender and the data from the table have been transferred to

figure 2 for better analysis and drawing of conclusion.

Figure 2

Gender

Male Female0

5

10

15

20

25



gender

perc

enta

ge

Interpretation

From the above data, it is clear that 100% employees are male.

Now, the researcher analysis the gender of the organization next goes to analysis the marital status.

Table 3

23

Marital status

Marital status No. of respondents % of respondents

Married 6 30

Unmarried 14 70

Total 20 100


The table 3 indicates marital status and the data from the table have been transferred

to figure 3 for better analysis and drawing of conclusion.

Figure 3

Marital status

Married Unmarried0

2

4

6

8

10

12

14


percentage of re-spondents

marital status

perc

enta

ge

Interpretation

From the above data, states that only 30% are married and 70% are unmarried.

The researcher found that the marital status of the organization next goes to analysis the monthly income of employees.

Table 4

24

Monthly income

Monthly income No. of respondents % of respondents

Less than 10,000 14 70

10,000-20,000 6 30

Above 20,000 0 0

Total 20 100


The table4 indicates monthly income and the data from the table have been

transferred to figure 4 for better analysis and drawing of conclusion.

Figure 4

Monthly income

70%

30%


Less than 10,00010,000-20,000Above 20,000

Interpretation

From the data, it is clear that around 70% of employee’s monthly income less than 10,000 and 30% is above 10,000.

According to the researcher analysis the monthly income of the organization next goes to analysis the working environment of Gasha steels.

Table 5

25

Working environment

Opinion No. of respondents % of respondentsExcellent 8 40

Good 10 50Average 2 10

Poor 0 0Total 20 100


The table 5 indicates working environment and the data from the table have been

transferred to figure 5 for better analysis and drawing of conclusion.

Figure 5

Working environment

Excellent Good Average Poor0

10

20

30

40

50

60

Percentage of Respondents

Percentage of Re-spondents

opinion

perc

enta

ge

Interpretation

From the above table and figure, states that 40% respondents said that working environment is excellent and 50% are said to be good and 10% are said to be average, no one said that to be poor.

Now, the researcher analysis the working environment of the organization next goes to analysis the security in the job at Gasha steels.

Table 6

26

Job Security

Opinion No. of respondents % of respondentsHigh secure 6 30

Secure 12 60Insecure 2 10

Total 20 100 Source: Primary Data

The table 6 indicates security in the job and the data from the table have been

transferred to figure 6 for better analysis and drawing of conclusion

Figure 6

Job Security

High secure secure insecure0

10

20

30

40

50

60



opinion

perc

enta

ge

Interpretation

From the above the table and figure, it is clear that 30% of respondents feel high secure in the job, 60% are feel secure, and only 10% 0f respondents are feel insecure in their job.

The researcher found that the security level in job. Next, goes to analysis the safety measures provide by the company.

Table 7

27

Safety measures

Opinion No. of respondents % of respondentsHighly satisfied 4 20

Satisfied 14 70Dissatisfied 2 10

Highly dissatisfied 0 0Total 20 100


The table 7 indicates safety measures and the data from the table have been transferred to figure 7 for better analysis and drawing of conclusion.

Figure 7

Safety measures

Highly satisfied20%

Satisfied70%

Dissatisfied10%


Highly satisfiedSatisfiedDissatisfiedHighly dissatisfied

Interpretation

From the above data, 20% of respondents are highly satisfied, 70% are satisfied, 10% are dissatisfied and there is no highly dissatisfied respondents with safety measures provide by the company.

Now, the researcher find safety measures provide by the company. Next, goes to analysis the bonus and incentives provide by the company.

Table 8

28

Bonus and incentives





The table 8 indicates bonus and incentives and the data from the table have been transferred to figure 8 for better analysis and drawing of conclusion.

Figure 8

Bonus and incentives

Highly

satisfi

ed

Satisfi

ed

Dissati

sfied

Highly

dissati

sfied

01020304050



opinion

perc

enta

ge

Interpretation

From the above table, states that 10% of respondents are highly satisfied, 50% are satisfied, 25% are dissatisfied and another 15% are highly dissatisfied. With the bonus and incentives provide by the company.

The researcher analysed that incentives provide by the company. Next, go to analysis the relationship between superiors.

Table 9

29

Relationship with superiors





The table 9 indicates relationship with superiors and the data from the table have been transferred to figure 9 for better analysis and drawing of conclusion.

Figure 9

Relationship with superiors

Excellent5%

Good80%

Average15%


ExcellentGoodAveragePoor

Interpretation

From the above table and figure, states that 5% of respondents are very good opinion regarding the relationship with the superiors, 80% of respondents are said to be good, 15% of respondents are said to be average and nobody said that to be poor.

According to the researcher analysis the relationship between superiors. And next, the researcher goes to analysis the drinking water facility provide by the company.

Table 10

30

Drinking water facility

Opinion No. of respondents % of respondentsYes 20 100No 0 0

Total 20 100Source: Primary Data

The table 10 indicates drinking water facility and the data from the table have been transferred to figure 10 for better analysis and drawing of conclusion.

Figure 10

Drinking water facility

Yes no0

20

40

60

80

100

120



opinion

perc

enta

ge

Interpretation

From the above data, states that 100% of respondents said to be as, company providing good drinking water facility. And there is no respondents said against that.

The researcher analysed that drinking water facility provide by the company. And next, the researcher goes to analysis canteen facility provide by the company.

Table 11

31

Canteen facilities


Total 20 100 Source: Primary Data

The table 11 indicates canteen facilities and the data from the table have been transferred to figure 11 for better analysis and drawing of conclusion.

Figure 11

Canteen facilities

Yes No0

102030405060708090

100



opinion

perc

enta

ge

Interpretation

From the above table and figure, states that 100% of respondents are said to be as company does not providing canteen facility.

The researcher found that the canteen facility provide by the company. And next, goes to analysis accommodation that provide by the company.

Table 12

32

Accommodation facility





The table 12 indicates accommodation and the data from the table have been transferred to figure 12 for better analysis and drawing of conclusion.

Figure 12

Accommodation facility

Excellent10%

Good20%

Av-erage70%


ExcellentGoodAveragePoor

Interpretation

From the above table and figure, states that 20% of respondents are said to be as the accommodation is very good, 70% are said to be good, 10% said to be average, nobody said that poor.

Now, the researcher analysis the accommodation facility, next the researcher goes to analysis the quality of safety equipments.

Table 13

33

Safety equipments quality



The table 13 indicates safety equipments quality and the data from the table have been transferred to figure 13 for better analysis and drawing of conclusion.

Figure 13

Safety equipments quality

Yes No0

102030405060708090

100



opinion

perc

enta

ge

Interpretation

From the above table and figure, states that 90% of respondents are said to be as safety equipments are good in quality, and 10% said to be as not good in quality.

According to the researcher analysis the quality of safety equipments provide by the company and next, goes to analysis the medical facility provide by the company.

Table 14

34

Medical facilities



The table 14 indicates medical facilities and the data from the table have been transferred to figure 14 for better analysis and drawing of conclusion.

Figure 14

Medical facilities

Yes No0

102030405060708090

100



opinion

perc

enta

ge

Interpretation

From the above table and figure, states 100% of respondents said to be the company is providing medical facility.

Now, the researcher analysis the medical facility provided by the company, next goes to analysis the rest room facility provided by the company.

Table 15

35

Rest room facility



The table 15 indicates rest room facility and the data from the table have been transferred to figure 15 for better analysis and drawing of conclusion.

Figure 15

Rest room facility

Yes No0

102030405060708090

100



opinion

perc

enta

ge

Interpretation

From the data, it is clear that 100% of respondents said to be as the company provided the rest room facility.

The researcher analysed rest room facility. Next, the researcher goes to analysis the transportation facility provided by the company.

Table 16

36

Transportation facility





The table 16 indicates transportation facility and the data from the table have been transferred to figure 16 for better analysis and drawing of conclusion.

Figure 16

Transportation facility

Excellent good Average Poor0

10

20

30

40

50

60

70

80



opinion

perc

enta

ge

Interpretation

From this table and figure, we can understand that 5% of respondents said to be as transportation facility are excellent, 5% are good, 80% are average and 10% are poor regarding the transportation facility.

According to the researcher analysis the transportation facility. And next, the researcher goes to analysis the working hours of the company.

Table 17

37

Working hours

Opinion No. of respondents % of respondentsStrongly agree 6 30

Agree 12 60Disagree 2 10

Strongly disagree 0 0Total 20 100


The table 17 indicates working hours and the data from the table have been transferred to figure 17 for better analysis and drawing of conclusion.

Figure 17

Working hours

Strongly agree

30%

Agree60%

Disagree10%


Interpretation

From the above data, states that 30% of respondents are strongly agree with working hours are flexible, 60% are agree, and 10% are disagree with working hours.

Now, the researcher analysis the working hours of the company. And next, researcher goes to analysis the satisfaction level regarding the insurance.

Table 18

38

Insurance





The table 18 indicates insurance and the data from the table have been transferred to figure 18 for better analysis and drawing of conclusion.

Figure 18

Insurance

0.5 1 1.5 2 2.5 3 3.5 4 4.50

10

20

30

40

50

60

70

80

15

75

10

0

PERCENTAGE OF REPONDENTS

opinion

perc

enta

ge

Interpretation

The data shows that 15% of respondents are highly satisfied with regarding insurance measures, 75% are satisfied, and 10% are dissatisfied and no one said that highly dissatisfied.

The researcher found that insurance facility provided by the company, next the researcher goes to analysis the compensation package.

39

Table 19

Compensation package

Opinion No of respondents % of respondentsHighly satisfied 3 15




The table 19 indicates compensation package and the data from the table have been transferred to figure 19 for better analysis and drawing of conclusion.

Figure 19

Compensation package

Highly satisfied Satisfied DissatisfiedHighly dissatisfied0

10

20

30

40

50

60



opinion

perc

enta

ge

Interpretation

The data shows, that 15% of respondents are highly satisfied with compensation package, 60% are satisfied, 15% are dissatisfied and 10% are highly dissatisfied.

CHAPTER V

40

FINDINGS, SUGGESTIONS, AND CONCLUSION

Now the researcher comes to the conclusion part of this study. The last chapter deals

with the analysis and arriving at the interpretation and is subjected to scrutiny. From this, the

researcher came across the important findings as in concurrence with the objectives of the

study. The findings are listed below:

FINDINGS

1. The researcher find that the age group of employees is more between 20-30, there are

only male employees, and monthly income is less than 10.000 working environment of

Gasha steels is good. Around 80% of respondents said that the working condition is

good and they working very well without any problem. The security system of Gasha

steels is perfect, 90% of respondents agreed that there is no problem occurs whiles them

working in the company. Most of the respondents showed their satisfaction towards

safety measures provided by the company is very good. And the company also

concentrates on that without any mistake.

2. The study finds that the bonus and incentives provided by the company are satisfied by

the employees, but majority of employees did not satisfy with current bonus and

incentives package. A success of an organization is depending on the relationship

between top level and the bottom level. Through this study the researcher finds that the

relationship between superiors and employees is very good. The researcher finds that the

company is providing good drinking water facility and 100% of respondents are agreed

that.

3. The study finds that there is no drinking water facility in the company and all of the

respondents are agreed that. For satisfy of an employee is depends upon the basic needs,

through this study researcher finds that, only 30% of respondents satisfied with the

accommodation. The researcher finds that 90% of respondents satisfy with the

equipments that provided by the company. The study finds that the medical facility

provide by the company is 100% satisfied by the employees. So the workers are really to

work in Gasha steels.

4. The researcher find that, no employees can’t work without any rest for the Gasha steels

is providing rest room facility to the workers. 100% of respondents said that the

company has providing rest room. The study finds that the transportation facility,

41

provided by the company is not satisfactory. The employees want much more in the

transportation. For better working conditions there must be the working hours should be

flexible then also the employees get the job satisfaction. The researcher finds that 90%

are satisfy with present working hours.

5. The researcher finds that around 75% of respondents are satisfy with the insurance

package provided by the company. The study finds that most of the employee’s response

towards the compensation package is very good.

SUGGESTIONS

On the basis of analysis, interpretation, and the resultant findings the researcher now

endeavor to give a few valid suggestions to the management. Which are as follows:

1. Employees are interested in having good food and snacks but the organization should

not have the facility. So management should focus on that for giving better food and

facility.

2. Also they should be concerned about providing additional benefits especially financial

benefits to the employees.

3. Management should pay attention on providing employee welfare services, health and

safety, job security, working responsibilities and good working environment for

worker level employees.

4. Management should pay their attention on providing transportation facility and the

accommodation facility of the employees.

CONCLUSION

42

The research made in an attempt to find out the job satisfaction level of the employees

in Gasha Steels Pvt., Ltd. Through this study the researcher has analyses how much level that

satisfies the employees.

Any organization success and growth depends on employees. The company may have

rich resources of capital, material, infrastructure, machines and technology but if the quality

of manpower is not good, the organization cannot succeed. Job satisfaction of employees

plays a vital role in every organization. And the quality and productivity of manpower

depends on the job satisfaction measures provided by the organization.

By conducting this study researcher have acquired and in-depth knowledge regarding

job satisfaction of employee and how it contributes towards organizations success. If the

management considered researcher suggestions on the basis of this study, company can

improve the level of satisfaction towards the job.

43

project job sanctification of employees

Business

ones job

high job satisfaction

job rotation

job enlargement

job enrichment

job design

job dissatisfaction

high employee satisfaction