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APROJECT REPORT ON
EMPLOYEE SATISFACTION
AT HINDALCO SMELTER PLANTHIRAKUD COMPLEX
Under the sinere !"id#ne $%K. Palani
S"&'itted &( )
Dee*#+ K"#r S#h"R$,, N$- ) ./M0A123Re!d- N$- ) 3451/65/7
S"&'itted T$)
DDCE, SAMBALPUR UNIVERSITY
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PREFACE
With changing corporate scenario of 21stcentury any organizationcan not ignore
the importance & involvement of human being in overalldevelopment of organization it
is the prime duty of the human resource department of theorganization to see that all the
employee working in the organizations are highly satisfied.
Increasing job satisfaction is important for both humanitarianvalue and for the
financial benefit of organization. mployee with higher jobsatisfaction believes that
!he organization will be satisfying in the long run.
"are about the #uality of work.
$re more committed to the organization.
%ore productive
o the importance of job satisfaction can't be over emphasized.!he present study
reveals the level of satisfaction relating to the factor such asjob( management( social
relation( personal adjustment.
!his project report deals with the concept of job satisfaction(reveals the
satisfaction in the )indalco Industries smelter plant at )irakudcomple*.
It also deals with room for improvement & suggestions forthe )+ department to
improve the level of satisfaction of employees.
!he researcher feels that at the end of study every reader(wheather teacher(
student or a practitioner or just some one interested in humanbeings would develop some
insight regarding the employee satisfaction & its importancefor the organization.
I take this opportunity to e*tent my gratitude to all those whohave helped me in
conducting the study.
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ACKNOWLEDGEMENT
!his project has been made possible by direct & indirectco,operation of many
intellectual person for whom I wish to e*press my heartyappreciation and gratitude.
I am greatly indebted to -ushparaj athapathy %anager / )+0( whoguided me
& kind enough to inspire me for my project by his valuableguidance & rich e*perience.
%y sincere thanks to ri allav ingh enior %anager, )+0( forallowing me to
do my project at )indalco industry limited smelter )irakudcomple*.
I would e*tend my deep sense of gratitude to my project guide .-alani( for
valuable guidance regarding my research work.
I am also very much thankful to the "entre 3irector( 4I"(!alcher for his
valuable suggestion and sincere help.
!he co,operation I got during my project form the employees of)irakud smelter
plant was really appreciable.
5ast but not least( my sincere thanks to my loving parents(friends( colleagues &
other well wisher whose good wishes & timely suggestion mademe to complete my job
in time.
3uring my project I came across many practical e*periences in$luminum
industries. It was a great learning e*perience for me( which Icould not have with out the
co,operation of all the above people mentioned. 6nce again I amvery much thankful all
of them. I e*tend my warm wishes for their personal &professional life.
3eepak uar ahu.
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TO WHOM SOEVER IT MAY CONCERN
!his is to certify that the project work entitled 7%-568$!I9$"!I64 at
)I43$5"6 %5!+ -5$4! )I+$:3 "6%-5;< submitted by 3eepakuar
ahu as 3issertation -roject for fulfillment of the re#uirementfor the award of %$
)+0 from 33"( ambalpur :niversity. !his has not formed a basisfor the award of
any 3egree =3iploma by this university or any otheruniversity.
We wish all success in his future endeavor.
Pushparaj Sathapathy
(Manager HR)
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EXAMINERS CERTIFICATE
!his project is submitted by 3eepak uar ahu of %$ bearingthe
+oll 4o. 1>%$?@2 under 33"( ambalpur :niversity and forwardedfor
evaluation.
Internal *aminer *ternal *aminer
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CERTIFICATE OF APPROVAL
This is to Certify that the Project Etit!e"#$EMPLOYESATISFACTION at HINDALCO SMELTER PLANT
HIRAUD COMPLE!
ubmitted byDeepak Kuar Sahunr. 4o 2A=?>B=>C0( ambalpur:niversity( urla
towards partial fulfillment of the re#uirements for the award ofthe degree of %aster of
usiness $dministration %$0 is a bona fide record of the workcarried out by him
under the able guidance of! Pa"an#( 9aculty( 4I"( !alcher.
(Appr$%a" $& the Center '#ret$r)
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DECLARATION
I undersign( here by declare that project entitled 7%-568$!I9$"!I64H acres of land stands I43$5's )irakud melter and its
"aptive -ower -lant. 6n the year 1C@J( %r. +.3.-amer( e*,%.3 ofI43$5 mooted the
idea to establish a melter at )irakud with hydro,electricityfacilities nearby along with
availability of au*ite in 5ohardaga %ines & $lumina %uri0 atneighboring ihar tate.
ubse#uently( the melter was established on the re#uest ofGovernment of 6rissa to
utilise the abundant and surplus power generated by )irakud 3am(started operating with
an initial installed capacity of 1>(>>> %! perannum. !he technology adopted at )irakud
melter is )orizontal tud oderberg )0 type In order to providespace for the
9actory & housing facilities 1H> acres of land wasac#uired from Govt. & construction
work started. $fter the installation of machinery appro*imatelylittle more than 2 years(
from Eanuary 1st 1CBC the production started. In 9eb 12th1CBC(the factory was
inaugurated officially by *, "hief %inister of 6rissa %r.)..%ahatab . $round ?> nos.
of employees were sent to $lupuram to get on ,the ,job training& e*posure.
In the year 1C?1( the capacity was enhanced to the annualcapacity of 2@(>>>
tones of primary $luminum in the form of +olling Ingot and1,2> Ingot and 12(>>>
tones of "arbon products. $ major part of this "arbon product issold to the 9erro,alloys
manufacturing companies. ut due to inability of the tateGovernment to supply the
cheap power it had assured( the plant had suffered truncatedoperation since 1CHJ.$s a
succor( commissioning of "-- was mooted & ground breakingceremony of -ower -lant
started in the month of Eune 1CC>.6n 11 Euly 1CCA()irakud-ower was first synchronized
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with the 6rissa tate Grid. 3uring %arch 1CC@ full capacitygeneration power from
power plant started. "aptive thermal power plant of ?H.Bmwcapacity was commissioned.
$s a se#uel to it re,energisation of refurbished pots completed.3uring Eanuary 2B th1CCB
capacity increased from 2@ !-$ to A> !-$ by adding @@ potsand subse#uently to
?B !-$ which is the present capacity. I6 C>>2 certificatewas accredited by FLI on
2A.C.CB. 6n 2Ardeptember 1C?? ground breaking ceremony of "aster-roject started &
on 11.12.1CCH first cast coil produced from "aster. melter wascertified for nvironment
%anagement ystem on 2H.12.2>>>.$lso to add anotherfeather in the cap ( 6)$,
1J>>1 "ertification was recommended for melter by FLI on2?.>H.2>>1.
MAA,EMET A' 2*SIESS OR,AISATIO
I43$5' organ izat ion i s s t ructu red wi th au tonomousbusiness
divisions each responsible for its own production technologydevelopment
and marketing( drawing upon central ized service functions ascorporate
finance( human resources development( corporate p lanning(engineering
projects and material management legal and investors services(infocom &
corporate affairs.
I'AL6S 7*ALIT+
$t Indal #uality is pursued through B pillars of total #ualitymanagement.
1 . "ustomer o r ien ta t ion.
2 . "ontinuos improvement.
A . %anagement by facts .
@ . -rocess focus & improvement.
B. Involvement of every one mployees( "ustomers &suppliers0.
I'AL6S PRO'*C T A' MARET
" wire rods( alloy rods( alloy ingots( "arbon electrode paste& cathode
carbon blocks
A5AR'S A' RECO, ITIO S
i . 4ational energy conservat ion award to )irakud mel ter.
ii. 9I""I $nnual award presented to )indalco for corporateinitiatives in rural
development.
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iii. "$-;I5' special e*port awrd( won for the third year insuccession( for e*port
of processed minerls.
iv. Greenteeh environment e*cellence aand safety awards won bybelgum.
v. "II er0 Luality award & "II,;I% ank certified presentedto )irakud -ower
-lant( for Improvement &commitment to !L%.
vi. 9I%I Gem Grnite environment $ward presented to 3urgmanwadimines.
vii. 4I-% second prize for best )+ practiees presented to !alojaheet -lant.
viii. "+!I9I"$!I64 6)$ 1J>>1 certification awarded !6)indalco locations
at elur( %uri( elgaum( !aloja( $alupuram *trusions( 3urgmanwadi&
"handgad mines & I6 1@>>1 % to alwa.
HIRA*' SMELTER
i. 4ational safety award for longest accident free period( forthe years 2>>1 & 2>>2
presented by the directorate general factory advice & labourinstitutes( ministry of
labour( %umbai.
ii. 4ational energy conservation e*cellence award 2>>A fore*cellence in energy
conservation in the aluminum sector( presented by the bureau ofenergy efficiency(
ministry of power.
iii. -rashansa patra for the years 2>>1 & 2>>2(presented by the national safety
council( %umbai.
iv. tate safety award for the lowest weighted fre#uency rate ofaccident for 2>>1(
presented by the honorable %inister of 5abour &employment(Government of
6rissa.
HIRA*' PO5ER PLAT
)irakud power plant is one of the part of )irakud smelter.)irakud smelter
receives the power supply from its own captive power plantsituated at )irakud. !he unit
previously was of the capacity of ?2 mw but now from Eune2>>B the capacity is
increased to 1?2 mw.
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MA*FACT*RI, PROCESS
)all )eroult electrolytically reduces process of electrolysisalumina
to aluminum. !he electrolyt ic cel l consists of a cathode andanode. !he
cathode is made up of carbon having no volatile substanceDanodes consist
of calcimined petroleum co*ke HBK0 and coal tar p i tch 2BK0 inpaste
form. ! hi s p as te i s t ermed as carbo n p as te o derb erg pas te h av in g
volat i le materials0 .!he electrolyt ic bath contains al l theraw materials
like alumina( $l9 A ( "a9 2 ( and 4a A$lf? .
$luminum metal is deposited at the cathode is molten state.%olten aluminum is
withdrawn periodically and transferred into holding furnacesfrom where it is cast in to
pigs( rolling ingots and con cast coil as re#uired. !hese arethe major basic products of
)irakud smelter. $verage life of a electrolytic cell is1B>> days. $fter the failure of the
cell the cathode carbon is removed. !his carbon is termed asspent pot lining.
'IFFERET SECTIO OF HIRA*' SMELTER
Sa&ety
afety means free from danger( damage( injury( & givingprotection involving no
risk process. $ccident is an unplanned( une*pected event( whichcauses interference to
the work( may or may not result in injury( damage to property orenvironment. %ain
causes of accidents are ,,,,,,,,,
:nsafe actionsMJ>K :nsafe conditionM1JK
4atural calamitiesM2K
Good house keeping avoids accidents( improve productivity &ensure good
health. !he main causes for electrical accidents are e*posedwires( bare conductors( open
switches( hanging wires( no earthing( inade#uate knowledge &unsafe work methods.
5arge no of injuries are caused from hand tools. !he main causesfor theses accidents are
of unsuitable & damaged tools
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with voltage of @ / @.Bvolts per day e*traction is@>>kg=pot.-rocess in each pot is
monitored by electronic pot controller -"0 which sendsinformation to the control
room from which all process in pot are controlled. "urrentefficiency of this process is
JCK.$ctivities carried out in pot room operation are
"ell operation "rust breaking0
nd breaking
!apping
$lumina feeding charging0
P$t8R$$0 (Ser%#e)
%ain function of -+ is to provide service to the pot room."athode lining hasbeen outsourced which is done in 2shifts. )enceall other services regarding pots is done
by -+. !he various activities carried out by -+ are,,,,,,,,
o +od raising
o tud pulling
tuds are pulled with the help of stud puller machine for its
maintenance.
o tud planting
o +ag rising & channel pulling
$s the anode get consumed( channels come down &areremoved
from bottom.
o "hannel mounting
It is done with the help of cranes
o "hannel straightening
3epressed channels are straightened with the help of channel
straightner.
o 3ask charging
o upper structure cleaning
o 3oor maintenance
Car1$n P"ant
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"arbon paste is one of the most important ingredient foraluminum production.
9or 1kg of aluminum >.Bkg of carbon paste is re#uired. )enceto supply such huge
#uantity of carbon paste( integrated carbon plant is setup(which supply carbon paste to
the pot room. "arbon paste is filled in pot to work as anode. Itconsists of H>K petroleum
co*ke & A>K pitch which acts as a binder. -etroleum co*keis passed through crusher
which is then feed through feeder to screen( where differentsize co*ke is separated &
stored in different storage bin. -itch coming to plant is eithersolid or li#uid. If solid( it is
melted. 3ifferent size of co*ke as per re#uirement0 is fedthrough conveyor to mi*er(
where pitch is also added. "arbon paste from mi*es is taken sentto the pot room
Cast H$use
$utonomous work culture has been adopted in cast house wheresame department
does operation & maintenance. It consists of new castingplant( caster &old casting plant.
6ld & new casting plant produces rolling ingots &2>kg pigs while in caster continuous
strip in the from of rolled bundle is produced. Input for casthouse comes from pot room
in the form of li#uid aluminum. "ast house consists of 2stationary & B tilting furnaces.
$lloying is done in the furnaces itself as per costumesspecification. %olten aluminum
from furnace enters degasser to remove hydrogen. %olten aluminumpasses through filter
to remove o*ides( inclusions. !hen this hot metal is convertedinto rolling ingots in
casting plant & sheet in caster.
Researh an/ 'e%e"$p0entr9/ 0
+&3 comes under production department. It works as aassisting department to other
production department like caster( casting plant( pot room( 9!-etc. !esting & #uality
control is done by +&3 for incoming raw material &outgoing finished product. ample
of aluminum is taken from pot & sent to +&3 for testing#uality of hot metal. ample
from furnace in the caster & casting plant is sent tospectrometer laboratory to determine
the alloy composition of hot metal & the result is sent tothe cast house. o that necessary
addition of alloying element can be done. Inclusions center inslabs( rolling ingots is
determine by the +&3 laboratory & its K is specified.nvironmental laboratory take
care of 1J>,1@>>1 certificate by continuously the#uality of efficient gases.
Fu0e Treat0ent Pr$ess(FTP)
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%ain function of 9!- is to remove hazardous particle likefluoride( carbon( etc from
efficient gases there by minimizing the air pollution. 9reshalumina & effluent gas from
pot enter into the bag filter where fluoride particles aretrapped & absorbed by fresh
alumina which in turn gets converted into fluorinatedalumina.
$dvantages of 9!- are(
9luoride particles are recessed in the pot thereby decreasingtotal fluoride
consumption.
In ) technology( the carbon particles element in the effluentgas in very
high. !hese particles get trapped in the bags thereby decreasingits life.
5$r"/ C"ass Manu&atur#ng(5CM)
!op class management plays a major role in the developmentmaking future strategy &
their implementation. It is mainly responsible for the growth ofcompany. !op
management should have a definite vision( mission &strategy. !hey should be able to
implement the action and achieve the result. very employee islinked with a process
chain. very department is a customer & supplier. mployeeshould be motivated &
encouraged for their work. !eam work is always better thanindividual work. "ustomer
only pays for the finished product & not the waste product.o the waste output should be
minimum.
E"etr#a" Ma#ntenane
-ower less than @1B volts is handled by electrical maintenancedepartment.
ervice department for electrical maintenance are
-ot room
"arbon plant
"asting
!his department handles any problem releated to electricalmaintenance. %ajor
e#uipment for maintenance is overhead cranes( aluminum charges(etc. !here are ?
au*iliary substations $0.
$... 16ld pot room.
$... 2"asting plant( -ump house( "aster.
$... A4ew pot line.
$... @:nder construction.
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$... B&?"aster( +ectifier tation( "ooling tower.
Instru0entat#$n
$s the automation increases( instrumentation also increases& becomes moresophisticated. Instrumentation re#uires at allstages. 9ollowing are some e*ample where
instrumentation plays a vital role.
Ret#er:
"onvert $" to 3".
Iods are used now days whereas transitive were used in oldplants.
It controls the e#uipment.
P$t R$$0:
+esistance of the bath is to be controlled which is done by
electronic pot controller.
Car1$n P"ant:
-5" monitors mi*ing( basic feeder which is feeds at
controlled roste.
FTP:
-rogrammer logic control -5"0 is used. It manipulates theinput
& gives desire output. $ll logic can be programmed.Without
changing connections one system can be made idle & otherin
working condition for short interval.
Mehan#a" 0anta#ne
%achanical maintenance is divided into three sub groups.
%echanical %aintenance.
Work hop.
"ivil %aintenance.
%echanical %aintenanceN,
!he maintenance of casting plant( "arbon plant & pot room isdone by
mechanical maintenance. !he maintenance of lifting machines suchas 6! crane( )6!
crane( EI crane( hain pully blocks( are also done by thisdepartment.
Work hopN,ach pot is divided into 2 parts on the maintenancebasic.
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"ell.
uper structure.
!he maintenance of these parts is done by workshop. !he averagelife each cells is 2>>>
days.
C#%#" Ma#ntenane:8
%aintenance activities regarding civil is done by civilmaintenance department.
%aintenance of colony apartments( sanitary works( newconstructions work is handled by
this department. )orticulture is also maintained by civilmaintenance department.
S+STEM
$ny transaction supported by cost alternately reflects thefinancial module in the
company. 9inancial module is developed by 6racle 1>.H&3atabase H.A. $nd it is
upgraded by 6racle 11i &3atabase Ci.verything about rawmaterial e.g. coal( alumina0
are processed through I9I Integrated 9actory Information ystem0which is 6racle
based containing the purchase order receipts( receive & theraw material details.%%
%aintenance %odule ystem0 is a total monitoring systemcontaining information about
history & detailed maintenance report of e#uipments.
ACCO*TS
$ccounts are the custodian of the company's assets. )ere moneyis not misused.
$ccounts play a role in
"entral purchasing.
%onitoring of the cost.
Giving early signals for deviations.
3etermining arresting & curving risk tones.
"ontrolled measure is taken to avoid to misappropriation offunds.
$ccounts deals with purchasing( costing( budgeting( billpurchasing & salary processing.
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4O2 SATISFACTIO
!he term 7job satisfaction< was brought to limelight by)oppock. )e reviewed
A2 studies on job satisfaction conducted prior to 1CAA.$ccording to him( job satisfaction
is 7the combination of psychological( physiological &environmental circ*mstances that
causes a person to truthfully say 7I am satisfied with my jobitems some of which are given below.
4$1
Manage0ent
S$#a" Re"at#$ns
Pers$na" A/just0ent
4O2
4ature of work( working hours( fellow workers( overtimeregulations( physical
environment( machines & tolls( interest in work(opportunities for promotion and
advancement( etc.
MAA,EMET
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+eward & punishment( praise & blame( leave policy(favouritism( participation(
supervisory treatment.
SOCIAL RELATIO
4eighbors( friends & associates( caste barriers( participatein social activities
towards people in community( etc.
PERSOAL A'4*STMET
)ealth( home & leaving conditions( finances( relations withfamily members(
emotionalism( etc.
'ETERMIATS OF 4O2 SATISFACTIO
!he various factors influencing job satisfaction may beclassified into two categories.
En%#r$n0enta" &at$r; an/
Pers$na" &at$rs!
En%#r$n0enta" &at$rs
!hese factors relate to the work environment' main among whichare as follows
Eob contentN )erzberg suggested that job content in terms ofachievement( recognition(
advancement( responsibility and the work itself tend to providesatisfaction but their
absence does not causes dissatisfaction. Where the job is lessrepetitive and there is
variation in job content( job satisfaction tends to behigher.
Oupat#$na" "e%e"
!he higher the level of the job in organizational hierarchy thegreater the
satisfaction of the individual. !his is because positions athigher levels are generally
better paid( more challenging & provided greater freedom ofoperation. It carry greater
prestige( self control & need satisfaction.
Pay 9 pr$0$t#$n
$ll other things being e#ual( higher pay & betteropportunities for promotion
lead to higher job satisfaction.
5$r- gr$up
%an is a social animal & like to be associated with others'interaction in the
work group help to satisfy social & psychological needs&( therefore( isolated workers
tend to be dissatisfied. Eob satisfaction is generally high whenan individual is accepted
by his peers & he has a high need of affiliation.
Super%#s#$n
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"onsiderate supervision tends to improve job satisfaction ofworkers. $
considerate supervisor takes personal interest in hissubordinates and allows them to
participate in the decision making process. howeverauthoritarian people may be more
satisfied under the supervision of high status and stronglydirective leaders. mployee
satisfaction from supervisory behavior depends upon theinfluence e*ercise on his own
superior.
Pers$na" Charater#st#s
personal life e*ercises a significant influence on jobsatisfaction. !he main
elements of personal life are given below
Age
Se3
E/uat#$na" Le%e"
Mart#a" Status
Age
ome research studies reveal a positive correlation between age& job
satisfaction. Workers in the advances age group tend to be moresatisfied probably
because they have adjusted with their job condition. )owever(there is a sharp decline
after a point perhaps because an individual aspires for betterand more prestigious jobs in
the later years of his life.
Se3
6ne study revealed those women are less satisfied than men dueto fewer job
opportunities for females. ut female workers may be moresatisfied due to their lower
occupational aspirations.
E/uat#$na" Le%e"
Generally more educated employees tend to be less satisfied withtheir jobs
probably due to their higher job aspirations. )owever( researchdoes not yield conclusive
relationship between these two variables.
Mar#ta" Status
!he general impression is that married employees & employeeshaving more
dependents tend to be more dissatisfied due to their greaterresponsibilities. ut such
employees may be more satisfied because they value their jobsmore than unmarried
workers.
E3per#ene
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Eob satisfaction tends to increases with increasing years ofe*periences. ut it
may decreases after twenty years of e*perience particularlyamong people who have not
realized their job e*pectations.
STATICALL+ SI,IFICAT FACTORS IFL*ECI, 4O2 SATISFACTIO
-revious research identified si* factors that influenced jobsatisfaction. When
these si* factors were high( job satisfaction was high. When thesi* factors were low.
4$1 sat#s&at#$n #s #n&"uene/ 1y:
Opp$rtun#ty
Stress
Lea/ersh#p
5$r- Stan/ar/s
Fa#r Re.ar/s
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When negative stress is continuously high( job satisfaction islow. Eobs are more
stressful if they interfere with employees' personal lives orare a continuing source of
worry or concern.
At#$ns:
-romote a balance of work and personal lives. %ake sure thatsenior managers
model this behavior!
3istribute work evenly fairly0 within work teams.
+eview work procedures to remove unnecessary 7red tape< orbureaucracy.
%anage the number of interruptions employees have to endurewhile trying to do their
jobs.
ome organization utilize e*ercise or 7fun< breaks atwork.
Lea/ersh#p
mployees are more satisfied when their managers are goodleaders. !his
includes motivating employees to do a good job( striving fore*cellence or just taking
actions.
At#$ns
%ake sure your managers are well trained. 5eadership combinesattitudes and
behavior. It can be learned.
-eople respond to managers that they can trust and who inspirethem to achieve
meaningful goals.
5$r- Stan/ar/s
mployees are more satisfied when their entire work group takespride in the
#uality of its work.
At#$ns
ncourage communication between employees and customers. Lualitygains
importance when employees see its impact on customers.
3evelop meaningful measures of #uality. "elebrate achievementsof #uality.
Trap:
e cautious of slick( 7packaged< campaigns that are perceivedas superficial and
patronizing.
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Fa#r Re.ar/s
mployees are more satisfied when they feel they are rewardedfairly for the
work they do. "onsider employee responsibilities( the effortthey have put forth( the work
they have done well and the demands of their jobs.
At#$ns
%ake sure rewards are for genuine contributions to theorganization.
e consistent in your reward policies.
If your wages are competitive( make sure employees knowthis.
+ewards can include a variety of benefits and perks other thanmoney.
$s an added benefit( employees who are rewarded fairly(e*perience less stress.
A/e
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T5O FACTOR THEOR+
9rederick )erzberg and his colleagues developed two factortheory. $ccording
to this theory satisfaction and dissatisfaction areinterdependent of each other and e*ist
on a separate continuum. 6ne set of factors known as hygienefactors S"ompany policy
andD administration( supervision( pay( working conditions andinterpersonal relationsT
act as dissatisfies. !heir absence causes dissatisfaction buttheir presence does not result
in positive satisfaction. !he other set of factors known assatisfiers Sachievement(
advancement( recognition( work itself and responsibility0 leadto satisfaction.
everal studies designed to test the two factor theory providelittle supUort to this
theory. !he same factor may serve as a satisfier for one but adissatisfy for another. It
appears from this theory that a person can be satisfied &dissatisfied at the same time.
'ISCREPEC+ THEOR+
$ccording to this theory job satisfaction depends upon what aperson actually
receives from his job and what he e*pects to receive. When therewards actually
receives are less than e*pected rewards it causesdissatisfaction. In other words of
5ocke( 7 job satisfaction & dissatisfaction are function ofperceived relationship
between what one wants from ones job and what one perceived itis actually offering.
In other words satisfaction is the difference between what oneactually received & what
he feels he should received.
!his theory fails to reveal whether over satisfaction is or isnot a dimension of
dissatisfaction & if so how does it differ fromdissatisfaction arising out of situation
when received out come one less than the out comes one feels heshould receive.
MBA-09 33
$ M
-erceived
atisfaction
$ R -erceived
3issatisfaction
$ Q
-erceived
6ver
atisfaction
-erceived outcomes received
$
6utcomes one feels he should
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E7*IT+ 'ISCRE PEC+ THEOR+
!his theory is a combination of e#uity & discrepancy theory.5awler has
adopted the differ approach of discrepancy theory rather thanthe ratio approach of
e#uity theory. 9rom e#uity theory the concept of comparison hasbeen selected to serve
as an intervening variable. :nder this theory satisfaction isdefine as the difference
between the outcomes that one perceives he actually received& outcomes that one
feels that what he actually received is e#ual to what heperceived he should receive
there is satisfaction. !hus( an individual reception of hisreward is influenced by more
then just the objective amount of the factor. ecause of thispsychological influence the
same amount of reward often can seen #uite differently by twopeople( to one it can be
a large amount( while two another person it can be a smallamount.
Senar#$ $& an $rgan#=at#$n .#th h#gh"y sat#se/ e0p"$yees:8
mployee satisfaction drives customer satisfaction( indirectlycreating profit for
an organization. +esearch on the service,profit chain shows thatsatisfied employees are
far better than unsatisfied ones at delivering e*cellentcustomer service and hence
enhancing customer satisfaction with the organization's productsand services.
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mployee satisfaction is also a prere#uisite for staff retention.6rganizations with higher
staff retention rates are naturally better at retainingknowledge( which can lead to better
performance and profit for the business.
Improved employee satisfaction reduces the cost of staffturnover( builds brand loyalty
with staff and positions the company as an employer of choicethat attracts talented
people to the organization.
S$ures $& $n&us#$n
4egative is stronger than positive. 3issatisfaction seems to bemore
motivating than satisfaction. In a similar way( people oftenreact more immediately and
visibly to pain than to a pleasant stimulus.
3iminishing returns. 9re#uently( there is not a simplerelationship between
satisfaction and its conse#uents. 9or e*ampleN the greater thedissatisfaction( the greater
the motivation to #uit. 6nce people are basically satisfied(they are no longer motivated
to #uit. )ow will their behavior be different if they are wildlysatisfied with their jobsO
!hey will still not be motivated to #uit. !hus( once employeesare satisfied with their
jobs( being wildly satisfied may not produce significantlydifferent behavior. !his effect
can cause managers to under,estimate just how motivating jobsatisfaction really is.
RESEARCH METHODOLOGY
!he present study is e*ploratory and descriptive in nature ande*plores various
personal social and other factors and their relationship withjob satisfaction.
POP*LATIO 'EFIATIO :!he study is conducted on variousdepartmental employees of an industrial
organization )indalco Industries melter -lant )irakud comple*(engaged in the
production of $luminum. It is a private sector organizationemploying about thousand
employees.
SAMPLE SI>E:
!he total number of B>> employees at different department(which is B>K of total
strength of employees in the organization( was taken for thestudy.
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SAMPLI, PLAI,:
!he procedure of sampling was stratified random sampling. 9romall the
department randomly employees are selected and their responseswere collected.
TOOLS FOR 'ATA COLLECTIO
In order to study the level of job satisfaction of the employeesof melter plant
)irakud "omple* #uestionnaire method was used.
7uest#$nna#re as-e/ $n the &e. areas suh as: 8
4$1
Pers$na" a/just0ent
Manage0ent
Interpers$na" re"at#$ns
9or ach condition they have to rate with in a scale ranges fromone to ten.
'ATA AAL+SIS 9 ITERPRETATIO!he data collected through the#uestionnaire method is rated in a scale of 1,1>.
the #uestionnaire consists of 22 #uestion related to jobsatisfaction. !he responded are
told to rate the 22 #uestions in a scale of 1,1>.
9or the interpretation
?8?@ sa"e has 1een ateg$r#es #nt$ gr$ups
?8B:8 t$ta""y /#ssat#se/; 8D:8 /#ssat#se/ 8:8 s$0e .hatsat#se/
8G:8 sat#se/; 8?@:8 0$st sat#se/!
In the report K value for each group has been calculated for allconditions.
'ISTRI2*TIO OF ,RA'E I 'EFFERET CATE,OR+
We have divided the total sample size into four groups. !hegroups are
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Workman 1,1B Grade0
upervisory %anagement 2B,2H Grade0
%iddle management 2J,A> Grade0
!op %anagement A1, @B Grade0
2IR'S VIE5 TO OVER ALL SATISFACTIO LEVEL OF EMPLO+EES OF
ALL ,RA'ES!
MS ST S5S 'S T'S
1 I am happy and proud to be working for this "ompany AA.2 AJ.@22.J B.@ 1.J
2 I am satisfied with the physical work environment available1H.2 A?.>> A>.@ 1>.J B.@
A I am satisfied with the social work environment available 1C.?AA.J A1.2 C ?
@ !he policies and rules of the "o. are employee friendly 2AA>.? 2J.? 11.@ ?.2B %y efforts and initiatives are justlyrewarded 1A.J A2 2J 1H.@ J.?
? %y opinion is duly considered while taking decisions 1H.? AA2@.@ 1B.? C.2
H mployees are respected in my workplace A1 A> 2A.J C.@B.@
J !he "ompany offers sufficient scope for me to learn & grow2> 2J.J 22 1? 12.J
C I have sufficient independence in my area of work A>.@ 2H.@21.? [emailprotected] ?.2
1> I find my work interesting and fulfilling A>.? AA.22> 11.? @.@
11 %y co,workers and boss are helpful and supportive 2?.? A2.?2A.? 1>.? ?.2
12 I am provided ample scope and encouraged to try out new ideas1J.@ 2C 2@.@ 1H.J 1>.2
1A !he "ompany provides ade#uate facilities for my family 1A.J22.@ 21.@ 1C.? 22.?
1@ I am kept informed about the happenings in my department 2?.?2@ 2A.J 1H.? H.J1B %y work is generally boring and monotonous A?.JA1.@ 1B.@ 11.? @.@
1? !he "ompany looks after my physical & mental well being1@.? 2?.J 2H.? 1C.J 11
1H mployees are provided e#ual opportunities in the workplace.1J.J 2H.? 2A.J 1C 1>.?
1J %y salary & benefits are comparable to others in similarindustry. 1> 22.@ 2>.@ 2A.J 2A
1C I would recommend this company as a preferred employer 21.?2C.? 1C.? 1J.2 1>.?
2> !he "ompany's leaders provide proper direction for growth.22 2C.2 2A.@ [emailprotected] 1>.@
21 %y "apabilities are being used up to the fullest e*tent.A> 2C.J 21.J 1A B
22 %ost of my positive contributions are appreciated by the co.[emailprotected] [emailprotected] 2B.? H.J ?.2
% M most satisfied( ! M atisfied( W M somewhat satisfied( 3 M3issatisfied( !3M totally dissatisfied.
2IR'S VIE5 OF SATISFACTIO LEVEL OF ,RA'E (?8?)
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MS ST S5S 'S T'S
1 I am happy and proud to be working for this "ompany A2.A?J@AJ.1BHJ 21.J@21 ?.A1BH 1.1ABH
2 I am satisfied with the physical work environment available1H.J@HH A2.>A A2.BB 12.>H B.B11
A I am satisfied with the social work environment available21.BHJC 2C.HA?J A1.J@21 1> ?.J@21
@ !he policies and rules of the "o. are employee friendly2>.H@ 2H.A A2.2J 12.AA H.?2B %y efforts and initiatives arejustly rewarded 11.BB 2J.JH 2C.CA 1C.@2 1>.2A
? %y opinion is duly considered while taking decisions [emailprotected]>A2.B@ 2@.@1 1H.JB 1>.H?
H mployees are respected in my workplace A2.B@ 2B.1C 2@.@>11.J2 ?.>A
J !he "ompany offers sufficient scope for me to learn & grow1J.11 2B.@B 22.A> 1C.@A [emailprotected]>
C I have sufficient independence in my area of work 2H.>A2B.H2 2A.?2 1?.BA H.>J?
1> I find my work interesting and fulfilling A>.H1A2.>2 1C.CB 12.?> @.HA
11 %y co,workers and boss are helpful and supportive 22.C>A2.A? 2?.A1 11.JB ?.BH
12 I am provided ample scope and encouraged to try out new ideas1?.>1 2A.JJ 2?.HH 2>.CC 12.AABC
1A !he "ompany provides ade#uate facilities for my family12.>H 1H.A2 22.BH 2>.HA 2H.2C
1@ I am kept informed about the happenings in my department2@.?H 2>.HA 2B.H2 2>.@H J.AC
1B %y work is generally boring and monotonous AB A2.A?J 1B12.JC@ @.HA?
1? !he "ompany looks after my physical & mental well being1A.C1> 2B.@BC 2J.>JA 21.HJ@ 1>.H?11H mployees are providede#ual opportunities in the workplace. 1C.C@ 22.JA 2@.?H 21.2B11.2J
1J %y salary & benefits are comparable to others in similarindustry. 1>.2? 1J.1B 1C.HA 2B.2? 2?.BH
1C I would recommend this company as a preferred employer2A.>C 2A.JJ 1C.@2 22.>@ 11.B@
2> !he "ompany's leaders provide proper direction for growth.2>.2> [emailprotected] 2?.B> 1?.2H 12.CH
21 %y "apabilities are being used up to the fullest e*tent.A2.>2 2H.2@ 21.B2 [emailprotected] ?.>A
22 %ost of my positive contributions are appreciated by the co.2@.?? A@.@J 2B.H2 J.22 ?.JC
2IR'S VIE5 OF SATISFACTIO LEVEL OF ,RA'E (B8B)
MS ST S5S 'S T'S
1 I am happy and proud to be working for this "ompany @A.ACA>.1J 2>.HB A.HH 1.JJ
2 I am satisfied with the physical work environment available2?.@1 AC.?2 1J.J? 11.A2 A.HH
A I am satisfied with the social work environment available1J.J? AC.?2 A2.>H B.?? A.HH
@ !he policies and rules of the "o. are employee friendly AC.?2AB.J@ C.@A 11.A2 A.HH
B %y efforts and initiatives are justly rewarded 2?.@1 AB.J@1B.>C 1J.J? A.HH
? %y opinion is duly considered while taking decisions A>.1J2J.A> 22.?@ C.@A C.@A
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H mployees are respected in my workplace 2B @2.A> 2B.C2 >B.H?
J !he "ompany offers sufficient scope for me to learn & growA>.1J AB.J@ 2>.HB 1.JJ 11.A2
C I have sufficient independence in my area of work @A.AC2J.A> 1?.CJ B.?? B.??
1> I find my work interesting and fulfilling A2.>HA2.>H 1J.J? 11.A2 B.??
11 %y co,workers and boss are helpful and supportive AC.?222.A> 1A.2> C.@A C.@A
12 I am provided ample scope and encouraged to try out new ideasA>.1J AB.J@ 1B.>C 1B.>C A.HH1A !he "ompany providesade#uate facilities for my family 2?.@1 AH.HA 1B.>C C.@A11.A2
1@ I am kept informed about the happenings in my departmentAC.?2 22.?@ 2>.HB B.?? 11.A2
1B %y work is generally boring and monotonous B>.C@ 2?.@11J.J? A.HH >
1? !he "ompany looks after my physical & mental well being2>.HB 2J.A> 1?.CJ 1J.J? 1B.>C
1H mployees are provided e#ual opportunities in the workplace.2>.HB AC.?2 1A.2> 1B.>C 11.A2
1J %y salary & benefits are comparable to others in similarindustry. 1A.2> 2?.@1 22.?@ 1J.J? 1J.J?
1C I would recommend this company as a preferred employer2>.HB @B.2J 1?.CJ C.@A H.B@
2> !he "ompany's leaders provide proper direction for growth.AH.HA AH.HA C.@A 11.A2 A.HH
21 %y "apabilities are being used up to the fullest e*tent.A2.>H AA.C? 1?.CJ 1B.>C 1.JJ
22 %ost of my positive contributions are appreciated by the co.A2.>J A2.>H 1?.CC 1A.2> B.??
2IR'S VIE5 OF SATISFACTIO LEVEL OF ,RA'E (BG8@)
MS ST S5S 'S T'S
1 I am happy and proud to be working for this "ompany A>.H?BH.?C 11.BA > >
2 I am satisfied with the physical work environment availableH.H> BH.?C 11.BA > A.J@
A I am satisfied with the social work environment available H.?C?B.AJ 2?.C2 > >@ !he policies and rules of the "o. areemployee friendly 2?.C2 BH.?C 1B.AJ > >
B %y efforts and initiatives are justly rewarded A.JB BH.H A@.?1A.JB >
? %y opinion is duly considered while taking decisions 1C.2A@?.1B A>.H? A.JB >
H mployees are respected in my workplace 1C.2@ BH.?C 2A.>H> >
J !he "ompany offers sufficient scope for me to learn & grow2J @J 1? J >
C I have sufficient independence in my area of work A@.?1 AJ.@?1B.AJ 11.BA >
1> I find my work interesting and fulfilling 2?.C2 B>2A.>H > >
11 %y co,workers and boss are helpful and supportive BH.?C2B.>H 1C.2A > >
12 I am provided ample scope and encouraged to try out new ideas2A.>H BH.?C 1C.2A > >
1A !he "ompany provides ade#uate facilities for my family H.?C@?.1B 2?.C2 1C.2A >
1@ I am kept informed about the happenings in my department2A.>H BH.?C 1B.AJ A.J@ >
1B %y work is generally boring and monotonous A>.H? 2?.C21C.2A 1C.2A A.J@
1? !he "ompany looks after my physical & mental well being11.BA 2?.C2 B> H.?C A.J@
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1H mployees are provided e#ual opportunities in the workplace.11.BA @?.1B A@.?1 > H.?H
1J %y salary & benefits are comparable to others in similarindustry. H.?C ?1.BA 11.BA 1B.AJ A.J@
1C I would recommend this company as a preferred employer 12 ?@1? @ @
2> !he "ompany's leaders provide proper direction for growth.11.BA ?B.AJ 2A.>H > >
21 %y "apabilities are being used up to the fullest e*tent.1B.AJ BH.?C 2?.C2 > >
22 %ost of my positive contributions are appreciated by the co.11.BA @?.1B AJ.@? > A.J@
2IR'S VIE5 OF SATISFACTIO LEVEL OF ,RA'E (?8D)
MS ST S5S 'S T'S
1 I am happy and proud to be working for this "ompany 2B.H1@2.JB 2> 2.JB J.BH
2 I am satisfied with the physical work environment available2.JB ?2.JB 2> B.H1 J.BH
A I am satisfied with the social work environment available J.BH@B.H1 2J.BH 11.@2 B.H1
@ !he policies and rules of the "o. are employee friendly 1H.1@@2.JB 2J.BJ 11.@2 >
B %y efforts and initiatives are justly rewarded 22.JB @2.J?22.JB B.H1 B.H1
? %y opinion is duly considered while taking decisions 22.J?@> 2B.H1 11.@2 >
H mployees are respected in my workplace A1.@2 @B.H1 [emailprotected] B.H12.JB
J !he "ompany offers sufficient scope for me to learn & grow2> @2.JB 22.JB J.BJ B.H1
C I have sufficient independence in my area of work @2.JB AH.1@11.@2 B.H1 2.JB
1> I find my work interesting and fulfilling 22.H1 AH.1A22.JB 11.@2 2.JB
11 %y co,workers and boss are helpful and supportive 2B.H1 @B.H11H.1@ J.BH 2.JB
12 I am provided ample scope and encouraged to try out new ideas22.JB @J.BH 2> 2.JB B.H1
1A !he "ompany provides ade#uate facilities for my family [emailprotected]@> 1H.1@ 2> J.BH
1@ I am kept informed about the happenings in my department2J.BH AH.1@ 1H.1@ [emailprotected] 2.JB
1B %y work is generally boring and monotonous @2.JB A1.@2 [emailprotected]B.H1 B.H11? !he "ompany looks after my physical & mental wellbeing [emailprotected] @> 2B.H1 J.BH 11.@2
1H mployees are provided e#ual opportunities in the workplace.J.BH @B.H1 22.JB 1H.1@ B.H1
1J %y salary & benefits are comparable to others in similarindustry. B.H2 A1.@2 A1.@2 22.JB J.BH
1C I would recommend this company as a preferred employer [emailprotected]@2.JB A1.@2 > 11.@2
2> !he "ompany's leaders provide proper direction for growth.22.JB AH.1@ [emailprotected] [emailprotected] 11.@A
21 %y "apabilities are being used up to the fullest e*tent.1H.?@ AJ.2A A2.AB J.J2 2.C@
22 %ost of my positive contributions are appreciated by the co.A>.A> A>.A> AA.AH A.>A A.>A
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Representat#$n $& $%era"" "e%e" $& sat#s&at#$n #n2ar Chart
%&
'%'&(%(&)%)&*%
I a+ ha,,y a" ,ro-" to
.e / or0i1 for this
co+,ay
MS
ST
SWS
2S
T2S
%
&'%'&(%(&)%)&*%
I a+ satisfie" /ith the
,hysica! /or0
e3ior+e t a3ai!a.!e
MS
ST
SWS
2S
T2S
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%
&
'%
'&(%
(&
)%
)&
I a+ satisfie" /ith the
socia! /or0 e3ior+e t
a3ai!a.!e
MS
ST
SWS2S
T2S
%
&
'%
'&
(%
(&
)%
)&
The ,o!icies a" r-!es of
the Co4 are e+ ,!oyee
frie"!y
MS
ST
SWS
2S
T2S
%&
'%
'&
(%
(&
)%
)&
My efforts a" iitati3es
are j-st!y re/ ar"e"
MS
ST
SWS
2ST2S
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%
&
'%
'&(%
(&
)%
)&
My o,iio is "-!y
cosi"ere" /hi!e ta0i1
"ecisios
MS
ST
SWS2S
T2S
%
&
'%
'&
(%
(&
)%
)&
E+,!oyees are
res,ecte"i. +y
/or0,!ace
MS
ST
SWS
2S
T2S
%
&
'%
'&
(%
(&
)%
The co+,ay offers
s-fficiet sco,e for +e
to !ear 5 1ro/
MS
ST
SWS
2ST2S
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%
&
'%
'&(%
(&
)%
)&
I ha3e s-fficiet
i"e,e"ece i +y area
of /or0
MS
ST
SWS2S
T2S
%
&
'%
'&
(%
(&
)%
)&
I fi" +y / or0
itere sti1 a" f-!fi!!i1
MS
ST
SWS
2S
T2S
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%
&
'%
'&(%
(&
)%
)&
My co6/or0er s a" .oss
are he !,f-! a"
s-,,orti3e
MS
ST
SWS2S
T2S
%
&
'%
'&
(%
(&
)%
I a+ ,ro3i"e" a+,!e
sco,e a" eco-ra1e" to
try o-t e/ i"eas
MS
ST
SWS
2S
T2S
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%
&
'%
'&
(%
(&
The Co+,ay ,ro3i"es
a"e7-ate faci!ities for +y
fa+i!y
MS
ST
SWS2S
T2S
%
&
'%
'&
(%
(&
)%
I a+ 0e,t ifor+e " a.o-t
the ha,,ei1s i + y
"e,art+et
MS
ST
SWS
2S
T2S
%&
'%'&
(%
(&
)%
)&
*%
My /or0 is 1eera!!y
.ori1 a" +ootoo-s
MS
ST
SWS
2ST2S
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%
&
'%
'&
(%
(&
)%
The Co+,ay !oo0s after
+y ,hysica! 5 +eta!
/ e!! .ei1
MS
ST
SWS2S
T2S
%
&
'%
'&
(%
(&
)%
E+,!oyees are ,ro3i"e"
e7-a! o,,ort-ities i the
/or0,!ace4
MS
ST
SWS
2S
T2S
%
&
'%
'&
(%
(&
My sa!ary 5 .eefitsare co+,ara.!e to
others i si+i!ar
i"-stry
MS
ST
SWS
2ST2S
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%
&
'%
'&
(%
(&
)%
I /o-!" reco++e " this
co+,ay as a ,referre "
e+,!oyer
MS
ST
SWS2S
T2S
%
&
'%
'&
(%
(&
)%
The Co+,ays !ea"ers
,ro3i"e ,ro,er "irectio
for 1ro/th
MS
ST
SWS
2S
T2S
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%
&
'%
'&
(%
(&
)%
My Ca,a.i!ities are .e i1
-se" -, to the f-!!est
e8tet
MS
ST
SWS2S
T2S
%
&
'%
'&
(%
(&
)%
)&
Most of + y ,ositi3e
cotri.-tios are
a,,reciate" .y the co4
MS
ST
SWS
2S
T2S
Representat#$n $& "e%e" $& sat#s&at#$n $& gra/e? ? #n 1ar hart!
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%
&'%
'&(%(&)%)&*%
I a+ ha,,y a" ,ro-" to
.e / or0i1 for this
co+,ay
MS
ST
SWS2S
T2S
%
&
'%
'&
(%
(&
)%
)&
I a+ satisfie" /ith the
,hysica! /or0
e3ior+e t a3ai!a.!e
MS
ST
SWS
2S
T2S
%
&
'%
'&
(%
(&
)%
)&
I a+ satisfie" /ith the
socia! /or0 e3ior+e t
a3ai!a.!e
MS
ST
SWS
2ST2S
MBA-09 50
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MBA-09 $1
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I have already seen that though most of the employees are highlysatisfied still
there is e*istence of significant number of dissatisfiedemployees( whose contribution
can't be ignored.
4ow let us discuss the response to the four factors those arejob related factor(
management related factor( social relation and personaladjustment factor which cover all
these 22 #uestions( which is in the #uestioner.
4O2 RELATE' FACTOR
It can be seen from the above data that the level ofsatisfaction of job related
factor of most employees are sky high but still there ise*istence of significant number of
dissatisfied and totally dissatisfied employees. %ostly theworkmen are less satisfied with
there job related factor which contributed to the jobsatisfaction.
MAA,EMET RELATE' FACTORS
If we will see the overall satisfaction level of managementfactor it is clear that
percentage of satisfied and most satisfied employees are morethen dissatisfied and totally
dissatisfied. ut still there is a significant number ofdissatisfied and totally dissatisfied
employees e*ists. Which can be a havoc for the organization.
SOCIAL RELATIO RELATE' FACTOR
!he level of satisfaction related to social relation is veryhigh. %ost of the
employees are satisfied then most satisfied. ignificant presenceof averagely satisfied
employee and also e*istence of dissatisfied and totallydissatisfied are significant.
FACTOR RELATE' TO PERSOAL A'4*STMET
!he level of satisfaction related to personal adjustment is alsovery high. -eople
are very easily adjusting to the culture of the company. utstill there is e*istence of
dissatisfied employees( which is the major concern for theorganization.
ROOM FOR IMPROVEMET
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4eed of improvement in working conditions work environment.
4eed of improvement in rewards and reorganization.
%anagement policies( relationship of boss with sub,ordinatesshould be friendly.
Improvement in the communication between employeesmanagement.
est time to review the salary and wage of employees.
4eed of ade#uate policies for the carrier development of theemployees.
mployee's health is company's wealth so the health problem ofemployees
should be taken care of properly and more attention isre#uired.
S*,,ESTIO FOR IMPOVEMET I LEVEL OF SATISFACTIO TO
SMELTER PLAT HIRA*' COMPLEJ
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Giving numerical values to your feelings is a difficult job(emerged as constraints
in it self.
!here are so many components( which is related to the jobsatisfaction. It is not
possible to cover all those components in my study.
!ime constraints. !he time was very less to cover all theaspects of job
satisfaction.
!here are chances of irrational rating by the employees.
2I2LIO,RAPH+
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