A project report on  empl oyees job satisfactionat keshav cements and infra lid
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A project report on empl oyees job satisfactionat keshav cements and infra lid

A project report on empl oyees job satisfactionat keshav cements and infra lid

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A project report on  empl oyees job satisfactionat keshav cements and infra lid A project report on empl oyees job satisfactionat keshav cements and infra lid Document Transcript

  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"CONTENTSL. NO PARTICUALARS PAGE .NO CHAPTER-1 1 EXECUTIVE SUMMORY 1-5 2 INTRODUCTION TO STUDY 6-7 CHAPTER-2 3 INDUSTRY PROFILE 7-12 4 COMPANY PROFILE 13-14 5 ORGANIZATION CHART 14-16 6 DEPARTMENTAL STUDY 17-25 CHAPTER-3 7 LITERATURE REVIEW 27-47 8 DATA ANALYSIS AND INTERPRETATION 49-62 CHAPTER-4 9 FINDINGS 63-64 10 CONCLUSION 64-65 11 SUGGESTIONS & RECOMMENDATIONS 65-66 ANNEXURE:- 12 66-71 QUESTIONNAIRE 13 BIBILOGRAPHY 71-72Babasabpatilfreepptmba.com Page 1
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"EXECUTIVE SUMMARYShree Keshav Cements and infra Itd (formerly known as Katwa Udyog ltd) wasincorporated in the year 1993, and started its production in Feb 2008. in state ofKarnataka with its registered office at Belgaum, production plant is situated i1ear tolokapur, Bagalkot. Keshav Cements ltd is engaged in manufacturing of 43 and 53grade cements, thisis one of the promoting company of Katwa groups which is growing in different fieldslike Katwa infotech, Katwa constructions,(F&L),So as keshav cements is a anotherdeveloping group of Katwa they are thinking to expand its capacity in near future.TITLE OF THE PROJECT:"EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRALID".Statement of the problem:This particular topic is selected because Employee job satisfaction is a very importantelement, necessary for the smooth functioning of an organization. Employee surveysprovide a channel for employee to communicate their views on a wide range of issues intotal confidence .They help management to build up an accurate picture of howemployees perceive the organization and highlight the causes of employeedissatisfaction,.SCOPE OF THE STUDY:The scope of the study is to measure the job satisfaction level of employees in Keshavcements and Infrastructure ltd.Babasabpatilfreepptmba.com Page 2
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"FINDINGS : • From the analysis it can be inferred that majority of the Employees feel that they dont have. freedom to take independent action and few are said they have freedom to take action when required so by this 1 found that employees of KESHAV CEMENTS do not have sufficient freedom to take independent action in their work. • Majority of Employees said that they are not involved in the decision making process feels that they are involved in decision making. By this we can say that there· is no much scope for employees ill decision making process . • By analysis I found that more no. of employees said that the lack of job satisfaction highly effects on performance of the employee. Some employees feel that lack of job satisfaction also effects on productivity, output, and efficiency to some extent. • Majority of employees feel that. higher job, satisfaction leads to higher performance where as, Few employees feel that job satisfaction does not have any impact Oil the performance. It can be said that higher the job satisfaction higher the performance of an employees.Babasabpatilfreepptmba.com Page 3
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"SUGGETIONS: • It is revealed In this study that employees are not satisfied in the areas of participative decision 111uking and enough of freedom in independent action in their work. It is advisable to involve the workers in the decision making process which will enhance the interpersonal relations. • The Management should. Jet their employees know that they consider them valuable individuals that is, should treat the people with respect and honesty. • With regards,· suggestions from the employees, which they feel happy and motive them, I would like to forward these like, appreciation and recognition, healthy and good working environment.CONCLUSION:From the study it can be concluded that the employees of this company are by and largesatisfied about their job especially in connection with working environment and workinghours. However majority of eh1ployees .do not appear to have an attitude of continuing inthe organization for which the exact reasons could not be found out. So management canadopt and follow those factors which leads to job satisfaction and it may improve workenvironment and culture so that it will multiply value of satisfaction and productivity.Babasabpatilfreepptmba.com Page 4
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"LIMITATIONS  Some of answers were because the employees thought that they would be put into trouble.  Lack of Knowledge of employees about certain aspects was also a constraint.  Time was also constraint during the projectBabasabpatilfreepptmba.com Page 5
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"Babasabpatilfreepptmba.com Page 6
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" INTRODUCTION TO STUDY Employee job satisfaction survey provides a channel for employees tocommunicate their view on a wide range of issues in total confidence. Employee satisfaction survey, was, conducted to find out the satisfaction level ofthe employees at "KESHAV CEMTNTS AND INFRA LTD". The other objective was tofind out the areas of low satisfaction, were corrective measures can be taken. The Employee Satisfaction Survey helps companies, to determine how theiremployees think and to identify employees needs and concerns so that improvements canbe made and stronger teams can be formed. Business performance is expected to increaseas more satisfied employees will increase a companys competitiveness, and they arebetter able to recognize opportunities and threats, and better leverage limited resources tomaximize the companys profits. Other intangible benefits include the reinforcement ofcompany goals and values, better internal and external communication, a positiveworking and social environment, an improved company image and increased employeeloyalty.Babasabpatilfreepptmba.com Page 7
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" INTRODUCTION TO CEMENT INDUSTRYMan has always looked for some material to fasten other materials together. The firstmaterial to be used was clay, which had been worked with water. In general way, cementcan be classified as mortar; which is used as binder in various kinds of compositebuilding material. Next to iron and steel, c9meniis now the most important ,bindingmaterial. Various forms of cement have been used for many years but they have beengreatly improved during this century. As far as the Romans, it was known that variousminerals; when treated could be used as mortar. This was the begini1ing of the cementindustry.The fundamental principle of making cement is to take some natural minerals and treatthem with heat and grinding. The heat will drive off the water and carbon dioxide. TheRomans were the first to make similar to our Portland cement The year 1756 isconsidered as he starting point o our modern cement industry and John Sn1eaton asEnglish Engineer, is given the credit. Portland cement takes its name from the fact that itresembles in color stone that comes from Portland England. Joseph, Aspidin, an Englishbrick layer, in 1984 invented a hydraulic lime, which is named as Portland cement.Portland cement is manufactured in United States Since 1872.Portland cement was first manufactured in India as long ago as in the year 1904 at Madrasby , company called south India Industrial Limited. In the year 1912 Indian CementCompany was started in Porabandar on a rated capacity.Now India is the second largest producer of cement with total production capacityexceeding 102.2mn tons including mini sectors. china and Japan stands first in the worldin production of cement The word ‘CEMENT’ is a binder, a substance which sets & hardensindependently, & can bind other materials together. The word ‘cement ’ is derived fromthe ‘Roman’ language “opus caementicium” to describe masonry which resembledconcrete & was made from crushed rock with burnt lime as binder. Later it referred to as;cementum, cimentum, cament & cement.Babasabpatilfreepptmba.com Page 8
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" Cement is a chemical compound existing of lime stone or chalk, clay, sand, &gypsum to form the end product we know as cement. Cement used in construction arecharacterized as “hydraulic & non hydraulic” cement. Cement is mainly used in theproduction of ‘mortar & concrete’- the bonding of natural or artificial aggregates to forma strong building material which is durable in the face of normal environmental effects.Cement should not be confused with ‘concrete’ as the term cement explicitly refers to thedry powder substance. Upon the addition of water & or additives the cement mixture isreferred to as concrete, especially if aggregates have been added. It is uncertain where it was first discovered the hydrate & non hydraulic cement,but concrete made from such mixtures was first used on a large scale by “RomanEngineers”. In the 18th century a big effort started in Europe to understand why somelimes possess hydraulic properties. ‘John smeaton’ often referred to as ‘Father of CivilEngineering in England’ concentrated his work in this field. ‘James parker’ in the 1780s,founded the ‘Natural cement’ made by burning septaria. The invention of ‘port landcement’ is generally credited to ‘Joseph Aspedin’ an English bricklayer in 1824. In 1838 a young chemical Engineer ‘Isac Johnson’ burned the cement rawmaterial at high temperature until the mass was nearly vertified producing the ‘modernPortland cement’. The German chemist ‘Wilhelm michaelis’ proposed the establishmentof cement standards in 1875. the use of concrete in construction grew rapidly from 1850onwards, & was soon the dominant use for cements. Thus Portland cement began itspredominant role.Types of cement: 1) Portland cement 2) Portland cement blends  Portland blast furnace cement  Portland fly ash cement  Portland pozzolan cement  Portland silica fume cement  Masonry cements  Expansive cementsBabasabpatilfreepptmba.com Page 9
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"  White blended cements  Colored cements  Very finely ground cements 3) Non Portland hydraulic cements  Pozzolan-lime cements  Slag-lime cements  Super sulfated cements  Calcium aluminate cement  Calcium sulfo aluminate cement  Natural cementIndian Cement industry The cement industry is experiencing a boom on account of the overall growth ofthe Indian economy primarily because of increased industrial activity, flourishing realestate business, growing construction activity, & expanding investment in theinfrastructure sector. The performance of the industry, under different policy regimes,truly establishes that decontrol of the industry & liberalization of the economy has led toremarkable improvement in the indicators such as installed capacity, capacityutilization,per capita consumption & exports.. Cement is an essential component of infrastructure development & mostimportant input of construction industry, particularly in the government’sinfrastructure & housing programs, which are necessary for the country’s socioeconomicgrowth & development. It is also the second most consumed material on the planet. TheIndian cement industry is the second largest producer of cement in the world just behindChina, but ahead of the United States & Japan. It is consented to be a core sectoraccounting for approximately 1.3% of GDP & employing over 0.14 million people. Alsothe industry is a significant contributor to the revenue collected by both the central &state governments through excise & sales taxes.Babasabpatilfreepptmba.com Page 10
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"OVEERVIEW OF THE COMPANY Shree quality cements limited was incorporated in the year 1981 and started itsoperation in 1987, near to lokapur, Mudhol taluk, Bagalkot. It was started by ShreeB.N.Shah, . The reason behind starting this industry in this area was heavy demand andand availability of raw material. The total urea of plant is 35 acres. In the year 1993, dueto some major problems like labors, and electricity it was become sick unit and it wasclosed its operation. In 2007 Katwa Udyog Itd purchased this plant in public auction sales held byDRT Pune. It changed its name as KESHAV CEMENTS AND INFRA LTD and itstarted its production in feb 2008 with the investment of 18crores.The present capacity ofthis plant is 200TPD. It has got 300 acres own mines, presently under litigation. In order to meet long term organizational goals of growth, adapting the latesttechnologies, and attaining competitive advantages through economics of Scale, thecompany now expanding its capacity 200-400 TPD.Growth of the companyThe company started its production with installation of wet process kiln of 200 TPDcapacities with the growth of market .demand. Thus making the total production capacityfrom 200-400 TPD. In order to .meet the increasing demand for cement and achieve theeconomy, the management has modernized its plant and has set up 400 TPD capacities. Inorder to overcome the critical power problem the company has installed the dieselgenerating machines of its modernization plan. Now 1l1anagement making investmentabout Rs 25 cores for materialization and pollution control programs.Babasabpatilfreepptmba.com Page 11
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"Swot analysis of keshav cementsThe overall evaluation of a companys strengths, weaknesses, opportunities & threats IScalled swot analysis. Every company Wants to know its strength, weakness, andopportunities and threats so that its easy for them to convert its weakness and threats intoopportunities and survive in the market.Similarly following is the swot analysis of keshav cements:Strengths: • Location; the keshav cements is ,located " I km away from Lokapur on a land of its 35 acres. The town is well connected by roadways. • Raw material: the main source of raw material is lime stone Bagalkot district is having a very rich source of lime stone belt. the plant is located near the raw material resource. The other raw material includes silica, gypsum, Bauxite etc that are purchased from outside suppliers. • Water: Water is also important as it is used In, the manufacturing process of keshav cement. The company has source of water. • Power: the company has a dual system of purchased & itself generated power. The plant is dependent on the KPTCL for the rest of power requirements.Weaknesses 1. Less advertisement facility. 2. No Sophisticated technology. 3. Lack of experienced workersBabasabpatilfreepptmba.com Page 12
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"Opportunities 1. Heavy demand for cement in this area and wide market to sell 2. They can minimize the cost of production by installing the new technologies & equipment. 3. It can make alignment with the nearer cement industries like ACC Cement. Rajashree Cement, Birla etc.,Threats 1. Heavy completion from branded and well accepted cements like Rajashree, ACC, Birla etc., 2. Old technology used in production of cement.Vision“Continue to be moving force in our national progress”Mission“To provide product of superior quality at competitive price and ensure sustainedprofitability and growth. Believe that our people are the most valuable assets, personnel& organizational growth synonymously.”Babasabpatilfreepptmba.com Page 13
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" COMPANY PROFILEName of the organizational Keshav Cements & Infra Ltd [Katwa Udyog Limited]Works Place : Plant-2 at Naganpur-587122 Post : Lokapur Tq: Mudhol Dist: BagalkotRegistered Office : “JYOTI TOWER” 215/2, Kharbar Galli 6th Cross, Nazar camp, M. Vadagoan BELGAUM-590005Babasabpatilfreepptmba.com Page 14
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" ORGANIZATIONAL STRUCTURE BOARD OF DIRECTORS CHAIRMAN (SHRI H D KATWA) WICE-CHAIRMAN (VENKATESH KATWA) MD (VILAS KATWA) VICE PRESIDENT (SAINATH) G M (TECH) G M (ADMST) T G RAVIRAJ B B KHATARKIPROCESS ENGR STORES MNGR QUALITY CONTROL ELECTRICAL INCHARGE MECH ENGRCHIEF BURNER STORE KEEPER CHEMISTS ELECTRICIANS OPERATORSHELPERS HELPERS HELPERS HELPERS HELPERSBabasabpatilfreepptmba.com Page 15
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" SHRI KESHAV CEMENTS & INFRA LTD ORGANIZATION PROFILECOMPANY INFORMATIONName of the Company M/s.Keshav Cement LtdAdress S.No. 346LOKAPUR Bagalkot- 587313Head office “Jyoti Tower” 215/2, Karbhar Galli, 6th lane, Nazar camp, M. Vadgaon Belgaum- 590005Constitution Public Limited CompanyYear of Incorporation 1993Products Ordinary Portland Cement, Pozzolonic Cement, Blast furnace Cement, White CementLand Area 22 .36 Acressize of the Industry Medium scale IndustryCapacity 225 Tonnes Per Day (TPD)Brand Names Jyoti Gold, Jyoti Power &, Keshav CementsMarket reach Karnataka, Maharashtra &, GoaTechnology used West German VSK TechnologyBabasabpatilfreepptmba.com Page 16
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"BACKGROUND Shri Keshav Cement & Infra. Ltd. (KCIL) is Public limited Companyincorporated in the year 1993 to manufacture 43 grade & 53 grade Ordinary PortlandCement. We went into Public during 1995. The company raised capital via IPO during1995 to raise capital of 512.42 lakhs which was over subscribed by 12 times. The stocksare actively traded in Mumbai Stock Exchange. The company has posted profits sinceinception. Presently our “Jyoti Gold & Jyoti Power” cement brands are very popular inthe cement market. & now we are marketing as “Keshav cements” brand in the market.We supply our cement in North Karnataka, Goa & Maharashtra.Keshava Infotech Ltd. (KIL) is a medical transcription unit engaged in providingservices to American Hospitals and Clinics. The company commenced commercialoperations in 2000 by appointing 50 professionals & today is a 250+ organization. KatwaInfotech Ltd. has paid up capital of Rs.50 lakhs. In FY 06-07, the company achieved sales& PAT of Rs. 354.50 Lakhs & Rs. 268.68 Lakhs respectively. KIL holds 100% stock inScribe Care, a US based marketing firm. Scribe Care brings in value to the servicesprovided by getting significantly higher prices & better realization. Both these companiesare making profits & paying dividends.Keshava Finlease Limited incorporated in 1995, commenced its business of hirepurchase finance for automobiles in 1996. The RBI granted registration to theCompany under section 45IC of the reserve bank of India act, 1934 & classified it asa hire purchase Company under ‘A’ category.Keshava Construction Co. Ltd. is engaged in construction of luxurious flats targetingmainly to NRI’s. we have got site at Corlim, which is just 8 km from Goa in Panji.Babasabpatilfreepptmba.com Page 17
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" FUNCTIONS OF DJFFERENT DEPARTMENTSADMINISTRATIVE DEPARTMENT: The main functions of this department IS time keeping, issuing punch cards,.keeping records like leaves,. Promotions etc. providing welfare, wage, salary, al1owancesall will be carried out by this department. It handless recruitment and appointment of the required staff for various dept,later induction program for new employees and providing training for existing and newemployees will be taken care by this department.TECHNICAL DEPARTMENT: The main function of this department is to control all. technical issues and controlall other departments like process, quality control, stores electrical and mechanicaldepartments. Quality control department the laboratory of keshav cements is well equippedwith all modern instruments of testing cement. Here the cement sample is taken for testand is tested on the basis of specialization as recommended by the IS1 and cementassociation of India. The features like setting time, compressive strength, color limestone,quality clinker qua1ity, gypsum, iron and grade of cement is tested to its satisfaction andthe similar process is carried on for all production of cement tones. 1. Stores department: in stores department the things, which are required by the various department of factory are stored in proper way and in systematic made systematic arrangements,  To receive & unload all materials verity the quality & quantity on receipt.  To check delivery challan of paritiesBabasabpatilfreepptmba.com Page 18
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"  To offer materials for inspection & issues, using Bin cards  To receive the non-excisable goods, receive goods Refection Note along with materials from works departments .  To issue Refection delivery challan to account via. Shipping Depts.  To appraise mgt. of the need for capital expenditure.Electrical department: it is the department which stores the power so generated in D.G.department and centre of power supply and thus it regulates the power supply to thedepartment in an economical way. It looks after the power supply and requirement ofpower in different department and supplies regularly. ,Production department: It is the one of the important part of the organization, whichconverts available raw material into saleable goods. It looks after the production of thecement and without this department manufacture, process will not be carried out. All thefunctions like crushing, kiln, heating, packing all will be carried by this department.Mechanical department: This department deals with the machines. It will look after thesmooth working of machines and take measures of break clowns and improper machines.Babasabpatilfreepptmba.com Page 19
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"PRODUCT PROFILEKeshav cements and infra ltd is manufacturing 43 and 53 grade cements:Following are the chemical ingredients arid their properties used in cement:Lime CaO 60-70%Silica SiO2 17-25%Iron Oxide Fe2O3 0.5-0.6%Alumina Al2O3 3-8%Gypsum CaSO4 3-4%Magnesium Oxide MgO 1-4%Sulphur Oxide So3 1-3%Alkali’s like-Soda potash Na2O2K2O 0.1-1%Effect of chemical constitutes 1. Lime: It makes the cement sound ancl proiides strength to cement. However the excess of it in its origin from causes the cement to expand and disintegrate. 2. Silica: It: provides strength to the cement but in excess it slows down the setting point of cement. 3. Gypsum: It helps in increasing the initial setting time of cement. 4. Iron Oxide: It provides color, bareness to the cement excess if it in the Free State makes the cement unsound. 5. Sulphur trioxide: In a small quantity it makes the cement sound and in excess it makes the cement unsound. 6. Alkalies: In excess they cause effloreness loss of strength of cement by storage cement loses its strength by continued storage:Babasabpatilfreepptmba.com Page 20
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"Babasabpatilfreepptmba.com Page 21
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"Production process of cement:The cement manufactured by following dry method the chief raw materials required arelimestone, slag, coal, Bauxite etc.Limestone: . The process starts with quarry where the limestone is found. Lime stone is chiefraw materials used. The contents of limestone are calcium carbonate (cac03 98%). Lime is formed after heating the limestone & carbon dioxide is released as byproduct. Further the limestone has to be processed by reducing them in there size. This isdone by feeding the limestone into the crusher. The limestone is reduced to the size roundabout 20-25mm.Stockpile/blending:The crushed raw materials are stored ready for use in many plants; a buildings stockpile isused in order to assist in checking any chemical variations in the raw materials comll1gfrom quarries. A stocker builds up a layer upon layer to from the stockpile; Depending onarea 0 the quarry it comes from each layer may have slightly different composition.Raw milling / Ball millAfter milling in the correct proportions the limestone & the shale are fed to a mill wherethey arc ground to a fine powder called raw meal. In most modern plant, a closed circuithall milling system is used.The ball mill basically a steel tube containing steel balls ranging is size typically from90mm downwards. The ball gradually grinds the rawMaterials to a fine powder. The mi II is usually of single chamber design & may befitted with a classifying liming. The lining has the effect of grinding the ball sizes of thatthe larger balls at the inlet end when the larger pieces of raw material have to be broken &smaller balls at the outlet end where the finger grinding takes placeBabasabpatilfreepptmba.com Page 22
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"Raw mill blendingThe raw mill is then conveyed to silos for tile future blending. It is essential for raw mealto be of consistent chemical quality, if problems at the kiln stage are to be avoided. Thebase of the blending silo is divided into segments. covered with porous tiles or canvasblending is achieved by arranging for up to three times as much air to be blown throughone action of the base compared to the others tumbling mixing action is imported the rawmeal after predetermined mixing time, or when the technical depaJtme11t is satisfied, thatthe raw mill is of consistent chemical composition.Raw mill storageThe raw mill is from blending silo’s blow. It is now ready to be introduced to the nextstage of the process, the kiln systemPre-heater (4 stage suspension):The raw meal passes through a pre-heater. This 4 stagessuspension pre-heater is just one of the many types in use. It consists the 4 stage ofcyclones. Hot exhaust gases from the kiln enter the bottom of the pre-heater column at thestage 4 cycle one & travel upwards through each of the .other stage. The raw meal is fedthe gal dust frol11 the stages 2 cyclone. The meal is. immediately picked up by the hotgas & carried into the stage 1. This process continues until the meal falls from the stage 4cyclone & into the kiln i,i let chute or hearth. At reaching pre-heat stage, heat from thehot gases is transferred to the meal. Then gases from the kiln enter the pre-heater at about1000 degree centigrade & leaves stage I at about 350*c the raw meal leaves stage at about800*c.CalcinationsAt this temperature of 800c, the calcinations of the calcium carbonate in the raw meal,that is conversion of cac3 line has started. About 30% of calcinations will have take placeby the time the raw meal reaches the kilnBabasabpatilfreepptmba.com Page 23
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"Dust control electrostatic precipitators:To prevent dust from, the kiln or raw milling system entering the atmosphere, the gas ispasses through electrostatic precipitators. To condition the dust laden gas using a waterspray, either in pre-heated: in as external conditioning lower. As the dust laden gas enters theehan1bcr in which .electrodes & earthed collectorplates by vibrating the collector plates periodically the dust drops into the happer & isreturned with the raw meal to the kiln system. The cleaned exhaust gas, mainly carbon dioxide nitrogen & water vapour, canthen be safely released into the atmosphere.Kiln:The partially pre-heated clacinized raw meal is fed to kiln through a steel tube typicallywith a length to diameter ratio of 16:0 I & in clined at an angle of about 3*.It rotates at a speech of3rpm all a system of rollers & is driven through a mounted beltaround the circumference. The seals at either end of the kiln are designed to prevent theingress of cold air & to accommodate expression & rotation. The kiln is lined refractorybricks & fired either by oil or gas at the lower end.If coal is used, it must be pulverized often using a ring roller mill such as this. If heavyfuel oil is used, it must first be heated to reduce its viscosity & aid atomization. Raw mealfrom the pre-heater enters at the end & gradually moves down that the kiln rotates. Atfirstly of the calcinations takes place so that the feed consists mostly of lime, silica,alumina & iron all in a hot reactive state.The hottest part of the kilns near the tip of the frame. This is the burning zone where thefeed as at temperature of around 14S0*c & is in a partially molten state it is here that thefour main constitutes of the feed by chemical reaction from cement clinker.Clinker:A mix of complex compounds referred to in cenient chemists nations as c2s, c3a & c4af.Babasabpatilfreepptmba.com Page 24
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"Grate cooler:Author type of cooler is commonly used in the grate cooler. There is an empty cooler; thereciprocating grate through which air is blown is visible.As the clinker moves ,dong the grate air cools it & the air itself cools the pre-heater priorto relating the kiln as secondary combustion air. However, more air is required forconibustiol1 is blown through the gate some of this excess hot air is used to dry & coolthe fired plants after cooling the clinker is stored ready for grinding into cement.Cement milling:The mixture of clinker &. gypsum now passes to the cement mill. Ordinarily, the cementball mill is sill1ilar to the raw mill. The cement mill is divided into 2 or 3 chambers byperforated steel diaphragms, each chamber containing a range of ball sizes, but becausecement required finer grinding the smallest balls is smaller than those in a raw mill.Classifying lining is often used in the 2nd chamber mill to separate the ball size.Open circuit milling:Open circuit milling is often used for ordinary Portland cement (opc). Here the cement isground to required fineness in one pass through the mill. Open circuit mills are generallylonger than closed circuit mills for this reason. The ground cement is conveyed directlyaway & the mill is vented in u dust filtration system.Closed circuit milling:In a certain circumstances closed milling can have advantage consuming less overall. Theclosed circuit system is similar classifier to that used raw power Milling a separating outthe coarse. fiction of .the mill production & returning it to the mill for further grinding.This particularly suitable for hardening cement RHC that has to be ground very finally.Storage:From milling the system, the cement is often pumped through pipes by what is basically ascrew rod blower. The speed screw delivers the Cement into a high volume airflowprovided by compressors. The air conveys the cement along a pipeline to storage silos.Babasabpatilfreepptmba.com Page 25
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" Brief procedure of cement manufacturing:Limestone is excavated from quarries situated near by the factory & transported bydumpers to the crusher where the limestone is broken into pieces by the use of hammer.The broken pieces/crushed limestone is transported to the raw mill through conveyer belts& then the ground to powder. Grounded powder is mixed with literate. Output is in apowder from & is called raw meal. The raw meal is fed into kilns where it is burnt bypulverized coal resulting in the product called clinker. . Clinker along with a small percentage of gypsum added according to requirementis ground in cement mill to form a powder which is called naked cement stocked in silos. The cement is called ordinary Portland cement. Naked cement from the silos isbagged by automatic packing machine.& dispatched by rail & road transportBabasabpatilfreepptmba.com Page 26
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"Babasabpatilfreepptmba.com Page 27
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"HUMAN RESOURCE MANAGEMENTHistory always gives us Encouragement to move in a right direction. If we look back we find that industries, which are not having ERD department oradministration always not concentrated on good relation with labors, they treat them onlyas jf they are low minded and low graded people and not as vast human resource for thecompany. Therefore there is always dispute between them. Here comes the importance ofHRD i.e. Human Resource Management. Organizations are made up of people and function through people, without peopleorganization cannot exist. The resources of men, money material and machinery arecollected, coordinated and utilized through people. These resources are not by themselvesenough for fulfilling the objectives of .organization. They need to be united as a team. Allthe activities of an organization are carried out by people therefore people are mostsignificant resources of any organization. This resource we call as a human resource andmanaging this is called human resource development.MEANING AND DEFINITION OF H.R.D: H.R.D. is the systematic method of influencing the quality of human life. Themeaning of H.R.D is to develop the people and help them to perform the present job in abetter way to accept future challenges. It is defined as. a process of organization and .increasing the physical mental andemotional or individuals for productive work. I am carrying out my project in HRDepartment. Thus would like to discuss some thing about this department.Babasabpatilfreepptmba.com Page 28
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"MAIN AIM OF HRD:Its main heart lies in overall development of mankind HRD with reference to industry asit cover scientific selection of workers to the termination of workers.Objectives:  Optimum utilization of human resources of the industry by increasing productivity.  Identifying the individual talent and skill which gives an opportunity for the development of personality of the individually in the organization .  It creates and develops organizational health, culture and good atmosphere in campus  It reduces the absenteeism and labor turnover.The important functions of HRD are:Framing Personnel policies  Evolving personal policies in tune with the corporate objectives.  Developing, reviewing, updating & ensuring continuous implementation of personal policies, systems & procedures.Manpower planning  Coordination with heads of the department to prepare a manpower blue print for the company from year to year.  Overseeing the recruitment activities for executives.Babasabpatilfreepptmba.com Page 29
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"Performance management system  Designing & developing a performance review system.  Evolving employee remuneration packages, incentive schemes, labour welfare measures etc.Training & Development  Carrying. out assessment of training needs· Of various levels and preparing a perspective plan for training on a yearly basis.  Implementing the training calendar by coordinating in-house and external training pro grams.  Design & implementation of indication.Babasabpatilfreepptmba.com Page 30
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" ABOUT JOB SATISFACTIONJob satisfaction refers to persons feeling of satisfaction on the job, which acts as amotivation to work. It is not self satisfaction, happiness or self-contentment butsatisfaction on the job.The term relates to the total relationship between individual and the employer for whichhe is paid. Satisfaction does mean the simple feeling state of accompanying theattainment of any goal the end-state is feeling accompanying the attainment by animpulse of its objective. Job satisfaction does mean absence of motivation "at work.Research workers differently described the factors contributing to job satisfaction and jobdissatisfaction.Job satisfaction is defined the pleasurable emotional state resulting from the appraisal ofones job as achieving or facilitating the achievement of ones job values." In contrast, jobsatisfaction is defined as "the unpleasurable emotional state resulting from the appraisalof ones job as frustrating or blocking the attainment of ones job values or as entailingdisvalues. " However, both satisfaction and dissatisfaction were seen as "a function of theperceived relationship between what one perceives it as offering one entailing."The key measure to employee satisfaction is  Employee retention  Productivity  Customer satisfaction  ProfitabilityAll the above mentioned factors are obtained only if the employees are satisfied. This isbecause satisfied employees tend to be more. Creative, tend to accept challenging jobswhich is an promotional opportunity to them ,They tend to be more productive.Babasabpatilfreepptmba.com Page 31
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"Employees with higher job satisfaction:Believe that the organization will be satisfying in the long run. Care about the quality oftheir work Are more committed to the organization Have higher retention rates, andAre more productive.Meaning and Definition: Locke gives a comprehensive definition of Employee Satisfaction“A pleasurable positive emotional state resulting from appraisal of ones perception ofhow well their job provides those things which are viewed as important. It is generallyrecognized in the organizational Behavior field that employees satisfaction is the mostimportant and frequently studied attitude".Definitions of the concepts:To understand the concept clearly, it is better to understand the literal meaning of them.Therefore to understand the term "Employee Satisfaction" it is very much important toknow the words "Employee" And "Satisfaction" separately.Employee: According to the Oxford Dictionary the meaning of the "Employee is aPerson employed for Wages". A person who works for another, in return, for financial orother compensation. According to Employees State Insurance Act, 1948, An Employee is defined asthe one who is directly employed by the principal employee or whose services aretemporarily lent to by another with whom the employee has a contract of service. The actalso says that employee also includes any person employed for the wages or any workBabasabpatilfreepptmba.com Page 32
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"connected with the administration of the factory or establishment or any department orbranch there of or with the purchase of raw materials for or the distribution of scales ofthe products of the factory or establishment. The act also covers any person engaged as inapprentice, not being an apprentice under the Apprefltice Act, 1961 or under TheStanding Orders of the establishment, but does not include any member of the IndianNaval, Military or Air-forces".Satisfaction: According to the Oxford Dictionary the meaning of the satisfaction means"atonement or compensation or a situation where the expectations have been met". According to the Dictionary of Psychology by J. Akinson, E. Berne & R.S.Woodworth, Satisfaction means "A State of pleasant & wellbeing consequent uponhaving gratified an appetite or motive". Welfare means fairing or doing well. It is a comprehensive term, and refers to thephysical, mental & emotional well being of an individual. The ILO at its Asian Regional Conference defined “Labours welfare as a termwhich is understood to include such services, facilities and Amenities and may beestablished or in the vicinity in them with amenities conducive to good health & highmorale. The Oxford dictionary defines labours welfare as “efforts to make life worth living forworkmen”.Chambers dictionary defines as “a state of fairing on doing well, freedom from calamity,enjoyment of health, prosperity etc.Babasabpatilfreepptmba.com Page 33
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"Need for Labour welfare in India The need for labours welfare was strongly felt by the committee of the royalcommitment to industrial work among the factory work and also the harsh treatmentreceives from the employees since the developing country like India. This need wasemphasized by the constitution of India in the chapter on the directive principle of statepolicy in the following articles.Importance of Employee Satisfaction: 1. Tracking the attitudes and opinions of employees can identify problems areas and solutions related to management and leadership, corporate policy, recruitment, benefits, diversity, training, and professional development. 2. A comprehensive employee satisfaction study can be the key to a more motivated and loyal workforce. 3. The first step is to understand exactly which issues have the greatest impact on employee satisfaction. 4. The findings of the employee satisfaction survey will tell you exactly bow much more important one issue is over another so that you can focus your performance improvement initiatives appropriately. 5. In analyzing the data, we can define and refine issues that need addressed, such as overall job satisfaction, professional fulfillment, employee motivation and commitment, likelihood to stay with the organization, pay level, corporate goals and Objectives. 6. Survey results can be segmented by employee position, length of employment, full-time vs. part-time, etc.Babasabpatilfreepptmba.com Page 34
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"FACTORS AFFECTING EMPLOYEE SATISFACTION. 1. Achievement 2. Recognition 3. Work itself 4. Responsibility 5. Advancement 6. Personal growth 7. Company policy and administration 8. Supervision 9. Relationship with supervisor 10. Work conditions 11. Salary 12. Relationship with peers 13. Personal life 14. Relationship with subordinates 15. Status 16. SecurityBabasabpatilfreepptmba.com Page 35
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"THEORIES OF EMPLOYEE SATISFACTION.DAVID MCCLELLAND’S MOTIVATIONAL NEED THEORYDavid McClelland is most noted for describing three types of motivational need, which heidentified in his 1988 book, Human Motivation: • Achievement motivation (n-ach), • Authority or power motivation (n-pow), • Affiliation motivation (n-affil).Davidic McClelland’s needs-based motivational modelThese needs are found to varying degrees in all workers and managers, and this mix ofmotivational needs characterizes a persons or managers style and behavior, both in termsof being motivated and in the management and motivation others.The need for achievement (n-ach)The n-ach person is achievement motivated and therefore seeks achievement, attainmentof realistic but challenging goals, and advancement in the job. There is a strong need forfeedback as to achievement and progress, and a need for a sense of accomplishment.The need for authority and power (n-pow) The n-pow person is authority motivated. This driver produces a need to beinfluential, effective and to make an impact. There is a strong need to lead and for theirideas to prevail. There is also motivation and need towards increasing personal status andprestige.Babasabpatilfreepptmba.com Page 36
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"The need for affiliation (n-affil) The n-affil person is affiliation motivated, and has a need for friendlyrelationships and is motivated towards interaction with other people. The affiliation driverproduces motivation and need to be liked and held in popular regard. These people areteam players. McClelland said that most people possess and exhibit a combination of thesecharacteristics. Some people exhibit a strong bias to a particular motivational need andthis motivational or needs mix consequently affects their behavior andworking/managing style. McClelland suggested that a strong n-affil affiliation-motivation undermines a managers objectivity, because of their need to be liked, and thatthis affects a managers decision-making capability. A strong n-pow authority-motivationwill produce a determined work ethic and commitment to the organization, and while n-pow people are attracted to the leadership role; they may not possess the requiredflexibility and people-centered skills. McClelland argues that n-ach people with strongachievement motivation make the best leaders, although there can be a tendency todemand too much of their staff in the belief that they are all similarly and highlyachievement-focused and results driven, which of course most people are not. McClelland’s particular fascination was for achievement motivation, and thislaboratory experiment illustrates one aspect of his theory about the affect of achievementon peoples motivation. McClelland asserted via this experiment that while most peopledo not possess a strong achievement-based motivation, those who do, display a consistentbehavior in setting goals. Volunteers were asked to throw rings over pegs rather like the Fair ground game;no distance was stipulated, and most people seemed to throw from arbitrary, randomBabasabpatilfreepptmba.com Page 37
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" distances, sometimes close, Sometimes farther away. However a small group ofvolunteers, whom McClelland suggested were strongly achievement-motivated, took Some care to measure and test distances to produce an ideal challenge- not tooeasy, and not impossible. Interestingly a parallel exists in biology, known as the overloadprinciple, which is commonly applied to fitness and exercising, i.e., in order to developfitness and/or strength the exercise must be sufficiently demanding to increase existinglevels, but not so demanding as to cause damage or strain. McClelland identified the sameneed for a balanced challenge the approach of achievement-motivated people. McClelland contrasted achievement-motivated people with gamblers, anddispelled a common pre-conception that n-ach achievement motivated people are big risktakers. On the contrary - typically, achievement-motivate din individuals set goals whichthey can influence with their effort and ability, and as such the goal is considered to beachievable. This determined results-driven approach is almost invariable present in thecharacter make-up of all successful business people and entrepreneurs.Babasabpatilfreepptmba.com Page 38
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"McClelland suggested other characteristics and achievement-motivate people:Attitudes of • Achievement is more important than material or financial reward. • Achieving the aim or task gives greater personal satisfaction than receiving praise or recognition. • Financial reward is regarded as a measurement of success, not an end in itself. • Security’s not prime motivator, nor is status. • Feedback is essential, because it enables measurement of success, not for reasons of praise or recognition (the implication here is that feedback must be reliable, quantifiable and factual). • Achievement-motivated people constantly seek improvements and ways of doing things better. • Achievement-motivated people will logically favor jobs and responsibilities that naturally satisfy their needs, i.e. offer flexibility and opportunity to set and achieve goals, e.g., sales and business management, and entrepreneurial roles. McClelland firmly believed that achievement-motivated people are generally theones who make things happen and get results, and that, this extends to getting resultsthrough the organization of other people and resources, although as stated earlier, theyoften demand too much of their staff because they priorities achieving the goal abovemany varied interests and needs of their people. Interesting comparisons and relationships can be drawn between McClellandsmotivation types, and the characteristics defined in other behavioral models, e.g.Babasabpatilfreepptmba.com Page 39
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"Benzigers thinking and working styles: Achievement-motivation is A double-frontalbrain mode style; affiliation-motivation is right basal (rear); authority-motivationsarguably left basal (rear).Adairs action-centered leadership model: Achievement-motivated Managers arefirmly focused on the Task, often to the detriment of The Individual and the Team.Affiliation-motivation people are Team And Individual centered.Thomas International (Perform ax) DISC system: Achievement motivated people areD profiles - results-driven, decisive, dominant, etc. Affiliation-motivated people are I(proactive) and S (reactive) profile Authority-motivated people are Sand C profiles.Hersey/Blanchards Situational Leadership model: Achievement motivated peopletend to favor the styles of the first and second modes (telling and selling); affiliation-motivated people tend to favors the third mode (participating); and the authority-motivated people tend to favor the style of mode four (delegating).McGregor XY Theory: Achievement-motivated people tend towards X-Theory style,due to their high task focus; there is plenty of Exception however, and training definitelyhelps the n-ach manager to seethe value of employing Theory Y style.n-pow managers are Definitely Theory X. n-affil are typically Theory Y and if not canrelatively easily be trained to be so.Hertzberg motivators and hygiene factors: n-ach people are more Responsive to theHertzberg motivators (especially achievement obviously) an n-affil and n-pow people.Babasabpatilfreepptmba.com Page 40
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"ADAM’s. EQUITY THEORYJohn Stacey Adams -equity theory on job motivation John Stacey Adams, workplace and behavioral psychologist, put forward hisEquity Theory on job motivation in 1963. There are Similarities with Charles Handysextension and interpretation of previous simpler theories of Maslow, Hertzberg and otherpioneers of work place psychology, in that the theory acknowledges that subtle andvariable factors affect each individuals assessment and perception of their relationshipwith their work, and thereby their employer. Awareness and cognizance feature morestrongly than in earlier models, as does the influence of colleagues and friends, etc, informing cognizance, and in this particular model, a sense of what is fair and reasonable.Adams equity theory We each seek a fair balance between what we put into our job and what we get outof it. Adams calls these inputs and outputs. We form perceptions of what constitutes a fairbalance or trade of inputs and outputs by comparing our own situation with otherreferents(reference points or examples) in the market place. We are also influenced bycolleagues, friends, partners in establishing these benchmarks and our own responses tothem in relation to our own ratio of inputs to outputs. If we feel are that inputs are fairly and adequately rewarded by outputs (thefairness benchmark being subjectively perceived from market norms and othercomparables references) then we are happy in our work and motivated to continueinputting at the same level.Babasabpatilfreepptmba.com Page 41
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"Inputs are typically: Outputs are typicallyEffort, loyalty, hard work, People Financial rewards - pay, salary,commitment, skill, ability, need to feel expenses, perks, benefits, pensionadaptability, flexibility, that there is arrangements, bonus and commission –tolerance, determination, heart a fair plus intangibles -recognition,and soul, enthusiasm, trust in our balance reputation, praise and thanks, interest,boss and superiors, support of between responsibility, stimulus, travel,colleagues and subordinates, Inputs and training, development, sense ofpersonal sacrifice, etc. Outputs. achievement and advancement, promotion, etc.If we feel that our inputs out-weigh the outputs then we become demotivated in relationto our job and employer. People respond to this feeling in different ways: generally theextent of demotivation is proportional to the perceived disparity between inputs andexpected outputs. Some people reduce effort and application and become inwardlydisgruntled, or outwardly difficult, recalcitrant or even disruptive. Other people seek toimprove the outputs by making claims or demands for more reward, or seeking analternative job.Babasabpatilfreepptmba.com Page 42
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"ABRAHAM MASLOW’S HIERARCHY OF NEED MOTIVATIONAL MODEL Abraham Maslow developed the Hierarchy of Needs model in 1940-50s USA,and the Hierarchy of Needs theory remains valid today for understanding humanmotivation, management training, and personal development. Indeed, Maslows ideassurrounding the Hierarchy of Needs concerning the responsibility of employers to providea workplace environment that encourages and enables employees to fulfill their ownunique potential (self-actualization) are today more relevant than ever. AbrahamMaslows book Motivation and Personality, published in 1954 (second edition 1970)introduced the Hierarchy of Needs, and Maslow extended his ideas in other work, notablyhis later book Toward a Psychology of being, a significant and relevant commentary,which has been revised in recent times by Richard Lowry, who is in his own right aleading academic in the field of motivational psychology. Abraham Maslow was born in New York in 1908 and died in 1970, althoughvarious publications appear in Maslows name in later years. Maslows PhD in psychologyin 1934 at the University of Wisconsin formed the basis of his motivational research,initially studying rhesus monkeys. Maslow later moved to New Yorks Brooklyn College. Maslows original five-stage Hierarchy of Needs model is clearly and directlyattributable to Maslow; later versions with added motivational stages are not so clearlyattributable. Maslows Hierarchy of Needs has been extended through interpretation ofMaslows work by other people, and these augmented models and diagrams are shown asthe adapted seven and eight-stage Hierarchy of Needs models below. There is someuncertainty as to how and when these additional three stages (six, seventh and eighth -Cognitive, Aesthetical, and Transcendence) came to be added, and by whom, to TheBabasabpatilfreepptmba.com Page 43
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"Hierarchy of Needs model, and many people consider Maslows original five-stageHierarchy Of Needs model to be the definitive (and perfectly adequate) concept.Maslows hierarchy of needs Each of us is motivated by needs. Our most basic needs are inborn, havingevolved over tens of thousands of years. Abraham Maslows Hierarchy of Needs helps toexplain how these needs motivate us all. Maslows Hierarchy of Needs states that we mustsatisfy each need In turn, starting with the first, which deals with the most obvious needsfor survival itself. Only when the lower order needs of physical and emotional well being aresatisfied are we concerned with the higher order needs of Influence and personaldevelopment. Conversely, the things that satisfy our lower order needs are swept away, we areno longer concerned about the maintenance of our higher order needs. Maslows originalHierarchy of Needs model was developed between1943-1954.Babasabpatilfreepptmba.com Page 44
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"FREDERICK HERTZBERG MOTIVATIONALTHEORYFrederick Hertzberg’s motivation and hygiene factors Frederick Hertzberg’s book The Motivation to Work, written with researchcolleagues B Mausner and B Snyderman in 1959, first established his theories aboutmotivation in the workplace. Hertzbergs work, originally on 200 Pittsburgh engineersand accountants, has become one of the most replicated studies in the field of workplacepsychology. Hertzberg was the first to show that satisfaction and dissatisfaction at work nearlyalways arose from different factors, and were not simply opposing reactions to the samefactors, as had always previously been (and still now by the unenlightened) believed. He showed that certain factors truly motivate (motivators), whereas others tend tolead to dissatisfaction (hygiene factors).According to Hertzberg, Man has two sets of needs; one as an animal to avoid pain, andthe other as a human being to grow psychologically. He illustrated this also through Biblical example: Adam after his Expulsion fromEden having the need for food, warmth, shelter, safety, etc., - the hygiene needs; andAbraham, capable and achieving great things through self-development - themotivational needs. Hertzbergs research proved that people will strive to achieve hygiene needsbecause they are unhappy without them, but once satisfied the effect soon wears off -satisfaction is temporary.Babasabpatilfreepptmba.com Page 45
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"Babasabpatilfreepptmba.com Page 46
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" METHODOLOGYTOPIC: STUDY ON EMPLOYEES JOB SATISFACTIONDATA COLLECTION METHOD:Data was collected from both primary and secondary sources of information.PRIMARY DATA COLLECTION SOURCES:All necessary information about the company was collected from meeting employees anddiscussion with company guide B.B. Katarki (administrative manager).SECONDARY SOURCES:Data was collected from internal and external secondary sources like, published articles,prospectus, website etc.SAMPLING ELEMENTS:Employees of Keshav cements and infra ltd.SAMPLING METHOD:The sampling method that was used is non random sampling.SAMPLING SIZESample size is 50 employees of Keshav cements and Infra ltd,Babasabpatilfreepptmba.com Page 47
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"MANAGEMENT PROBLEM: Problem of high absenteeism and labor Turnover, Company wants to know causesfor this problem.RESEARCH PROBLEMTo Study the employees job satisfaction in the company.PURPOSE OF THE STUDYJob satisfaction is one of the important: criteria where company can thoroughlyunderstand the labors and there problems and causes for labor turnover and company cantake measures. In order to understand the perception of the employees in this regard,. Ihave chosen this topic and designed a questionnaire.TOPIC:"EMPLOYEE JOB SATISFACTION AT KESHAV CEMENTS ANDINFRA LTD." OBJECTIVE  To measure Job satisfaction level from different perspectives.  To study the impact of job satisfaction on employee morale .  To find out the effectiveness of safety and health care measures taken by KESHAV CEMENT Works  To identify the perceived importance of satisfaction factors and the issues causing dissatisfaction.Babasabpatilfreepptmba.com Page 48
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"Babasabpatilfreepptmba.com Page 49
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" 1. Do you think that the superior has to closely monitor the activity of an employee? Option No of respondents Percentage Yes 17 34 No 20 40 Don’t know 13 26 45 40 40 34 35 30 26 Yes 25 20 No 20 17 Don’t know 15 13 10 5 0 No of respondents PercentageAnalysis In this table we find and also I think 34%employee are the superior has to closelymonitor activity of an employee. And 40% of employee said .superior not has closelymonitor the activity an employee. And some 26% of employee don’t know about thisthings. In this above table It can be inferred that the 40%f the Employees of KESHAV CEMENTS saidthat they are superior not has top closely monitor activity of an employee .but 34%of employeeare superior has to closely monitor activity of an employee . so last we can find KESHAVCEMENT EMPOLEE ARE It MEANS 60%not satisfied with superior has to closely monitor activityof an employeeBabasabpatilfreepptmba.com Page 50
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" 2. As an employee do you think that lack of satisfaction in jobs leads to. Option No of respondent In% Lower productivity 2 4 Lower performance 26 52 Poor output 5 10 Lack efficiency 10 20 Absenteeism 2 4 All the factors are relevant 5 10 60 52 50 Lower productivity 40 Lower performance Poor output 30 26 Lack efficiency 20 Absenteeism 20 All the factors are relevant 10 10 10 10 5 5 4 4 2 2 0 No of respondent In%Analysis 52% of the employee said that lack of job satisfaction in job directly affects on theirperformance , 20% said that efficiency will decrease ,10%of the employee said these allfactors are relevant From above it can be inferred that majority of the employees of KESAV CEMENTfeel that lack of job satisfaction highly effects on job performance of the employee .remaining employees feel that lack of job satisfaction also effects on productivity ,output ,and efficiency to some extent.Babasabpatilfreepptmba.com Page 51
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" 3. How far do you agree with the statement “if you are satisfied you can perform better? Option No of respondent Percentage Strongly disagree 3 6 Some what disagree 2 4 Neutral 5 10 Some what agree 9 18 Strongly agree 31 62 70 62 60 50 Strongly disagree 40 Some what disagree 31 Neutral 30 Some what agree 18 Strongly agree 20 9 10 10 5 6 3 4 2 0 No of respondent PercentageAnalysis 80% of the employee feel that higher job satisfaction leads to performance where as10% of the employee feel that job satisfaction does not have any impact on theperformance . about 10%0f the are unable to say anything It can be concluded higher the job satisfaction higher the performance of anemployee.Babasabpatilfreepptmba.com Page 52
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" 4. Considering working hours and physically environment how satisfied are with your job? Option No of respondent Percentage Very dissatisfied 9 18 Some what dissatisfied 4 8 Neutral 2 4 Some what agree 29 58 Strongly agree 6 12 70 58 60 50 Very dissatisfied 40 Some what dissatisfied Neutral 29 30 Very satisfied 18 Not sure 20 12 9 8 10 6 4 4 2 0 No of respondent PercentageAnalysisBabasabpatilfreepptmba.com Page 53
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" From the above table it is observed that 70% of the employee feel that the physicalenvironment and workings hours give more job satisfaction .about 26%feel that physicalenvironment and working hours do not give job satisfaction It can be inferred that good physical environment and congenial working hours coupledwith closed supervision of the superior to lead to higher performance ultimately 5. As an employee do you feel that you have enough freedom in your position to take independent action when required ? Option No of respondent Percentage Strongly disagree 2 4 Some what disagree 18 36 Neutral 18 36 Some what agree 09 18 Strongly agree 3 6 40 36 36 35 30 Strongly disagree 25 Some what disagree 20 18 18 18 Neutral Some what agree 15 Strongly agree 9 10 6 3 4 5 2 0 No of respondent percentageAnalysis About 40% of employee feel that they do not have enough freedom to takeindependent action . 36%are unable to decide and 24% feels that they have the freedom oftaking independent decision .Babasabpatilfreepptmba.com Page 54
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" It can be inferred that the employee s KESHAV CEMENTS do not have sufficientfreedom to take independent their action. 6. Do you have enough opportunity to participate in decision making process in the company? No of respondent Percentage Strongly disagree 3 6 Some what disagree 24 48 Neutral 15 30 Some what agree 5 10 Strongly agree 3 6 60 50 48 40 Strongly disagree Some what disagree 30 30 Neutral 24 Some what agree 20 Strongly agree 15 10 10 5 6 6 3 3 0 No of respondent PercentageAnalysisAbout 54% of employee feel that they are not involved in decision making process. 30%are unable to decide and 16% feels that they are involved in decision making process.Babasabpatilfreepptmba.com Page 55
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" It can be inferred that the employees of KESHAV CEMENT are not involved indecision making process. 7. Would you refer a friend to apply for a job at this company? Option No of respondent Percentage Definitely .8 16 Probably 25 50 Probably not 6 12 Definitely not 5 10 Not sure 6 12 60 50 50 40 Definitely Probably 30 25 Probably not Definitely not 20 16 Not sure 12 12 10 10 6 5 6 0.8 0 No of respondent PerncentageAnalysis 66%of the employee agreed that they are refer friend to apply of the job in thecompany and also22%only employees are not agreed to apply the job in the company.Then some employees are don’t say .Babasabpatilfreepptmba.com Page 56
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" From table 66%employees are agreed that they are refer friend to apply of the job inthe company because they are satisfied AT KESHAV CEMENT COMPANY INLOKAPUR and some employees are not satisfied . and employees are not agreed and In(%) OPTIONS No. Of Respondents Strongly agree 40 81 Somewhat Agree 8 16 Somewhat Disagree 1 2 Strongly Disagree 1 1 Neither agree nor disagree 0 0they are not refer friend to apply of the KESHAV CEMENT COMPANY 8. Full co operation received from other department 90 81 80 70 60 Strongly agree Somewhat Agree 50 40 Somewhat Disagree 40 Strongly Disagree 30 Neither agree nor disagree 20 16 8 10 1 1 0 2 1 0 0 No. Of Respondents In(%)Analysis The above table reveals that ,81% of the total employees agree that they get full co-operation form the other dept. About 2% of the total employees do not agree for theabove statement.Babasabpatilfreepptmba.com Page 57
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" In above statement we can be find 81% of the total employee agree that they get full In(%) OPTIONS No. Of Respondents Strongly agree 42 83 Somewhat Agree 7 14 Somewhat Disagree 1 2 Strongly Disagree 0 0 Neither agree nor disagree 0 1co operation from the other dept. in this KE SHAV CEMENT COMPANY employeesare full co operation in different department. 9. The recreational provided in community canteen and club are good 90 83 80 70 60 Strongly agree Somewhat Agree 50 42 Somewhat Disagree 40 Strongly Disagree 30 Neither agree nor disagree 20 14 10 7 1 0 0 2 0 1 0 No. Of Respondents In(%)Analysis 83% 0f employee are agree to the recreational provide community and canteen andClub are good. And also remaining 2%of employee dis agree to the recreational providecommunity and canteen andClub are good.Babasabpatilfreepptmba.com Page 58
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" From the above table it is observed that employees are satisfied with the recreationalfacilities provided at KESHAV CEMENT In(%) OPTIONS No. Of Respondents Strongly agree 26 52 Somewhat Agree 16 32 Somewhat Disagree 5 10 Strongly Disagree 3 6 Neither agree nor disagree 0 0 10. Job promotion this organization are fair and objective 60 52 50 40 Strongly agree 32 Somewhat Agree 30 26 Somewhat Disagree Strongly Disagree 20 16 Neither agree nor disagree 10 10 5 6 3 0 0 0 No. Of Respondents In(%)Babasabpatilfreepptmba.com Page 59
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"AnalysisThe above tabular column reveals that ,employees agree that promotion at KESHAVCEMENT are fair .It is based on performance and not on Favoritism. About 10% of theemployees are quite satisfied with the promotions. 6% of employees are disagree for thepromotions. So from the above table KESHAV CEMENT employee are 52% of employeestrongly agree to the promotion. So employee agree that promotion at KESHAVCEMENT Aare fair. 11. Are availing canteen facility? OPTIONS No Of Respondents In(%) Yes 42 84 NO 8 16 90 84 80 70 60 50 Yes 42 40 NO 30 20 16 8 10 0 No Of Respondents In(%)AnalysisBabasabpatilfreepptmba.com Page 60
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"The above tabular column reveals that 84% of total employees are availing the canteen In(%) OPTIONS No. Of Respondents Strongly agree 43 86 Somewhat Agree 6 13 Somewhat Disagree 1 1 Strongly Disagree 0 0 Neither agree nor disagree 0 0facility. 16% of the employees are not availing the canteen facility. At KESHAV CEMENT COMPANY provide canteen facility to employee .so 84% oftotal employee are availing the canteen facility .So 16% employee are not availingcanteen facility. 12. I am satisfied with keshav cement unit as a place to work. 100 90 86 80 70 Strongly agree 60 Somewhat Agree 50 43 Somewhat Disagree 40 Strongly Disagree 30 Neither agree nor disagree 20 13 10 6 1 0 0 1 0 0 0 No. Of Respondents In(%)AnalysisBabasabpatilfreepptmba.com Page 61
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" At keshav cement 86% of employee are satisfied with KESHAV CEMENTunit as aplace to work .And 1%0f employee are dissatisfied with keshav cement unit as a place to In(%) OPTIONS No. Of Respondents Strongly agree 41 82 Somewhat Agree 7 14 Somewhat Disagree 2 4 Strongly Disagree 0 0 Neither agree nor disagree 0 0work From above all tabular column it is observed that employees are satisfied for being thepart of the unit of Belgaum works. 13. Your opinion taken into account in departmentBabasabpatilfreepptmba.com Page 62
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" 90 82 80 70 60 Strongly agree Somewhat Agree 50 41 Somewhat Disagree 40 Strongly Disagree 30 Neither agree nor disagree 20 14 10 7 2 4 0 0 0 0 0 No. Of Respondents In(%)Analysis82%of employee are strongly agree for our opinion taken into account dept .and also4%of employee disagree for our opinion taken into account dept.From the above table it is observed that employees are given opportunity to express theirviews and ideas for which even they get appreciation . 14. Training is provided timeBabasabpatilfreepptmba.com Page 63
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" Option No of respondent percentage Strong agree 36 73 Some what agree 12 23 Strongly disagree 1 3 Some what disagree 1 1Neither agree nor disagree 0 0 80 70 60 Strong agree 50 Some what agree 40 Strongly disagree Some what disagree 30 Neither agree nor disagree 20 10 0 No of respondent percentageAnalysis The above question was asked to know the agreement level of employees about thetraining provided at KESHAV CEMENT..73%of the employees agree they get trainingon time.23% of the employees are quite satisfied for the above statement. KESHAV CEMENT providing training timely . 73%of employee are satisfied for..providing training timely . and also keshav cement company provide training when istraining is need. so employee are satisfied.Babasabpatilfreepptmba.com Page 64
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" FINDINGS:- 1. 40% of the employees agreed that superior has monitor the activity of an employees. 2. At Keshav cement 86% of employee are satisfied with KESHAV CEMENTunit as a place to work . 3. An employee is thinking that lack of job satisfaction leads to the poor output. 4. 60% of the employees strongly agreed to the statement” if you are satisfied you can perform better. 5. 40 % of the employees considering working hours and environment satisfied with their job. 6. 50% of the employees agreed that they are feeling enough freedom in their position to take independent action when required. 7. 52% of the employees agreed that we have enough opportunity to participate in decision making process in company. 8. 66% of the employees agreed that they are referring friend to apply of the job in the company. 9. 81%of employee agreed that they are full co operation received from other department 10. 83% 0f employee are agree to the recreational provide community and canteen and Club are good. From the above table it is observed that employees are satisfied with the recreational facilities provided at KESHAV CEMENT 11. KESHAV CEMENT employee are 52% of employee strongly agree to the promotion. So employee agree that promotion at KESHAV CEMENT are fair. 12. At KESHAV CEMENT COMPANY provide canteen facility to employee .so 84% of total employee are availing the canteen facility .So 13. 82%of employee are strongly agree for our opinion taken into account dept. it is observed that employees are given opportunity to express their views and ideas for which even they get appreciation . 14. 73%of the employees agree they get training on time.23% of the employees are quite satisfied for the above statement. . and also keshav cement company provide training when is training is need. so employee are satisBabasabpatilfreepptmba.com Page 65
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" SUGGETIONS • The organization should provide enough freedom to the workers to take independent action/decision with respect to their work in case of emergency, and even management can involve the workers in the decision making process which will go a long way to enhance the interpersonal relations between superiors and subordinates which will make feel the employees that they are the part of organization which leads to a sense of belongingness and also better job satisfaction. • Though the employees are satisfied in their work by and large, it is found that there is a negative attitude among them to continue with the same organization. It may be due to certain grey areas in the working environment for which the organization may conduct counseling for employees.Babasabpatilfreepptmba.com Page 66
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" CONCLUSION  From the study it can be concluded that as the majority of an employees having dissatisfaction towards their job for one or the other reasons but many of the employees in Keshav cements are satisfied with respect to their working hours, physical environment & also interpersonal relations.  However majority of employees do not appear to have an attitude of continuing in the organization for which the exact reasons could not be found out.  Perhaps there may be some areas where the organization could not fulfill the expectations of the employees.  It is also revealed in this study that employees are not satisfied in the areas of participative decision making and enough of freedom in independent action in their work.Babasabpatilfreepptmba.com Page 67
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"RECOMMENDATIONSOF EMPLOYEE SATISFACTIONSUGGESTION AND RECOMNDATION  If the top management is not able to keep any promises it should give the reason why it has not able to keep promises .This information should be communicated to all employees.  All the employees should be treated equally and there should not be any bias treatment.  If an employee has gained additional skill he should be assigned  task so that he can utilize his skills.  The administration policies should be updated so that all the employees are aware of the policies.  HR should convince the employees and make them believe that HR department is for their well being. Besides staff meetings HR should conduct social gatherings for all departments so that the relation between HR and the employees will improve .This will help the employees to express their problems freely and frankly.  The training needs of the employees should be reviewed at least twice a year. Based on that training programs should be conducted to all the employees.  Day to day work related training should be provided that is 80% job related and 20% on management skills.  yet more concentration or more measures should be taken for the safety.  Job related training should be given once in 6 months.  If the employees request for facilities such as phone, printer etc; it should be checked whether it this really necessary and it should be provided.  Opportunity should be given to the employees to express their views, ideas.  Cultural activities should be held to further motivate the employees to attain the goal.Babasabpatilfreepptmba.com Page 68
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"  Communication method should be improved ,it should be easily under stable by each employee.  In case of vacancy, advertisement should be made within the company and internal recruitment should be given more preference over external recruitment .this will give the employees opportunity for career development and increase loyalty.QUESTIONNAREDear Sir,Name :Designation :Educational Qualification :Experience : Do you think that the superior has to closely monitor the activity of an Employee? Yes NO Don’t know As an employee do you think that lack of satisfaction in job leads to?Babasabpatilfreepptmba.com Page 69
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" Lower productivity Lower performance Poor output Lack of efficiency Absenteeism All the factors are relevant How far do you agree with the statement “If you are satisfied you can perform better”? Strongly disagree Some what disagree Neutral Some what agree Strongly agree Considering working hours, and physical environment how satisfied are you with your job? Very dissatisfied Some what dissatisfied Neutral Very satisfied Not sure As an employee do you feel that you have enough freedom in your position to take independent action when required? Strongly disagree Some what disagree Neutral Some what agree Strongly agree Do you have enough opportunity to participate in decision making process in the company? Strongly disagree Some what disagree Neutral Some what agree Strongly agree Would you refer a friend to apply for a job at this company? Definitely Probably Probably not Definitely not Not sureBabasabpatilfreepptmba.com Page 70
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" Full co-operation is received from other departments. a) Strongly agree b) Somewhat agree c) Somewhat disagree d) Strongly disagree e) Neither agree nor disagreeThe recreational facility provided in community center & club are good. a) Strongly agree b)Somewhat agree c)Somewhat disagree d)Strongly disagree  Job promotions in this organization are fair and objective a) Strongly agree b) Some what agree c) Some what disagree d) Strongly disagree. e) Neither agree nor disagree  .Are you availing the Canteen Facilities? a) Yes b) No  I am satisfied with the KESHAV CEMENT unit as a place to work. a) Strongly agree b) Some what agree. c) Some what disagree d) Strongly disagree.Babasabpatilfreepptmba.com Page 71
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID" e) Neither agree nor disagree  . Your opinion is taken into account in department. a) Strongly agree b) Somewhat agree c) Somewhat disagree d) Strongly disagree e) Neither agree nor disagree THANK YOU SIGNATURE CODE SHEETBabasabpatilfreepptmba.com Page 72
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"SlNo. Q1 Q2 Q3 Q4 Q5 Q6 Q7 Q8 Q9 Q10 Q11 Q12 Q13 Q14 1 1 2 5 1 5 2 5 1 1 1 1 1 1 1 2 3 3 5 4 3 2 5 2 1 3 1 1 1 1 3 2 2 3 2 3 2 5 2 1 1 1 1 1 1 4 1 2 5 2 5 2 1 1 1 3 1 1 1 1 5 2 4 5 4 5 3 4 2 1 1 1 1 1 3 6 3 4 5 3 3 2 4 1 1 1 1 1 1 1 7 1 4 3 4 3 2 5 1 1 1 1 1 1 1 8 2 3 5 4 3 2 4 3 1 1 1 1 1 1 9 1 2 5 1 3 3 3 1 1 1 1 3 1 1 10 2 6 5 4 3 2 2 1 1 1 1 1 1 1 11 1 2 4 1 4 3 2 1 1 1 1 2 1 1 12 1 2 5 4 3 2 1 1 1 1 1 1 1 1 13 1 2 5 4 3 3 2 1 1 1 1 1 1 1 14 2 6 3 1 3 2 1 2 1 1 1 1 1 2 15 3 2 4 4 3 3 2 1 1 1 1 1 1 1 16 1 3 5 4 4 2 1 2 1 3 2 1 1 2 17 3 2 1 1 3 3 2 1 1 1 1 1 1 1 18 1 1 5 4 3 2 1 3 3 2 1 1 2 2 19 3 4 4 4 1 5 2 1 1 1 1 1 3 1 20 1 2 5 1 2 2 1 1 1 2 2 1 1 2 21 3 4 5 4 2 3 3 1 1 1 1 1 2 1 22 2 2 2 1 3 3 2 1 2 2 1 1 1 1 23 2 3 5 4 3 2 1 1 1 1 2 1 1 2 24 2 2 5 1 3 4 2 4 1 2 1 2 2 1 25 2 4 3 2 4 2 1 1 2 1 1 1 1 2 26 2 3 5 2 4 3 2 4 1 2 2 1 1 1 27 2 2 4 1 2 4 2 1 1 1 1 2 1 4 28 3 6 5 4 2 2 2 2 1 2 1 1 2 2 29 1 2 3 4 2 3 3 1 2 1 1 1 1 1 30 2 2 5 3 3 2 2 1 1 2 2 2 1 2 31 3 5 2 4 2 1 4 1 1 1 1 1 1 1 32 1 2 4 4 3 4 2 1 1 4 1 1 2 2 33 3 4 5 4 2 2 2 1 1 1 1 1 1 1 34 2 2 4 4 4 3 2 1 2 2 1 1 3 2 35 3 2 1 4 2 1 3 1 1 1 2 1 2 1 36 1 6 5 4 1 2 2 1 1 2 1 2 1 1 37 3 2 4 5 4 4 3 1 1 1 1 1 1 1 38 1 5 5 4 2 2 2 1 1 2 1 1 1 2 39 2 2 4 4 4 3 2 1 1 1 1 1 1 1 40 3 4 5 5 2 2 3 1 2 2 2 1 1 1 41 1 2 4 4 4 4 2 1 1 1 1 1 1 2 42 2 2 5 5 4 2 2 1 2 2 1 1 1 1 43 3 2 1 4 2 3 2 1 1 3 2 1 1 1 44 1 4 5 5 2 2 4 1 1 2 1 1 1 1 45 1 2 5 4 2 5 2 1 2 3 1 1 1 1 46 2 4 5 5 2 2 2 1 1 2 1 1 2 1 47 1 2 5 4 2 3 4 1 1 4 1 1 1 1 48 2 2 5 4 2 1 2 1 1 4 1 2 1 1 49 1 6 5 5 2 3 2 1 1 2 1 1 1 1 50 1 1 5 4 2 5 5 1 1 2 1 1 1 1Babasabpatilfreepptmba.com Page 73
  • "EMPL OYEES JOB SATISFACTIONAT KESHAV CEMENTS AND INFRA LID"BIBILIOGRAPHYBooks :Personnel and Human Resource ManagementBy Subha RaoWeb Sites :www.google.comwww.katwa.comBabasabpatilfreepptmba.com Page 74