Project job sanctification of employees

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CHAPTER I
INTRODUCTION
This chapter introduces the reader to the background and the problem discussion.
Furthermore, it highlights the importance of the choice of field of research and narrows it
down to the purpose of the research work.
Human Resources Management (HRM) is a term used to refer the philosophy,
policies, procedures and practices related to the management of people begin an organization.
Today every organization has to face highly competition. Therefore organizations try to do
right thing at the right time. In that situation HRM plays major roll to achieve organizational
goals. Satisfaction is the one of major concept in Human Resource Management.
Employee satisfaction is a measure of how happy workers are with their job and
working environment. Keeping morale high among workers can be of tremendous benefit to
any company, as happy workers will be more likely to produce more, take fewer days off, and
stay loyal to the company. There are many factors in improving or maintaining high employee
satisfaction, which wise employers would do well to implement.
Job satisfaction is one of the important factors which have drawn attention of
managers in the organization as well as academicians. Various studies have been conducted to
find out the factors which determine job satisfaction and the way it influences productivity in
the organization. Though there is no conclusive evidence that job satisfaction affects
productivity directly because productivity depends on so many variables, it is still a prime
concern for managers.
Job satisfaction is the mental feeling of favorableness which an individual has about his
job. Durbin’s has defined job satisfaction in terms of pleasure and contentment when he says
that.
Job satisfaction is the amount of pleasure or contentment associated with a job. If you
like your job intensely, you will experience high job satisfaction. If dislike your job intensely,
you will experience job dissatisfaction.

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Job satisfaction is not the same as motivation, although it is clearly linked. Job design
aims to enhance job satisfaction and performance; methods include job rotation, job
enlargement and job enrichment. Other influences on satisfaction include the management
style and culture, employee involvement, empowerment and autonomous work groups, pay,
work responsibilities, variety of tasks, promotional opportunities the work itself and co-
workers.
Job satisfaction has been defined as a pleasurable emotional state resulting from the
appraisal of one’s job; an affective reaction to one’s job; and an attitude towards one’s job.
Weiss (2002) has argued that job satisfaction is an attitude but points out that researchers
should clearly distinguish the objects of cognitive evaluation which are affect (emotion),
beliefs and behaviors. This definition suggests that we form attitudes towards our jobs by
taking into account our feelings, our beliefs, and our behaviors.
‘Job satisfaction in regards to one’s feeling or state of mind regarding’ Nature of
their work. Job can be influenced by variety of factors like Quality of one’s relationship with
their supervisor, quality of physical environment in which they work, degree of fulfillment in
their work. If the relationship between the superiors is not perfect it can create several
problems to the employees. So the organization much concentrates on the employee’s
satisfaction, because now day’s success of organization depends on the employee’s
satisfaction towards the jobs.
Positive attitude towards job are equivalent to job satisfaction of employees where as
Negative attitude towards job has been defined variously from time to time. In short job
satisfaction is a person’s attitude towards job. Job satisfaction is an attitude which results from
balancing & summation of many specific likes and dislikes experienced in connection with
the job- their evaluation may rest largely upon one’s success or failure in the achievement of
personal objective and upon perceived combination of the job and combination towards these
ends. So the organization much concentrates the attitude towards the workers for their success
and improve performance.

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Job satisfaction in regards to one’s feeling or state of mind regarding Nature of their
work. Job can be influenced by variety of factors like Quality of one’s relationship with their
supervisor, quality of physical environment in which they work, degree of fulfillment in their
work, etc. Positive attitude towards job are equivalent to job satisfaction where as negative
attitude towards job has been defined variously from time to time. In short job satisfaction is a
person’s attitude towards job. Job satisfaction is an attitude which results from balancing &
summation of many specific likes and dislikes experienced in connection with the job- their
evaluation may rest largely upon one’s success or failure in the achievement of personal
objective and upon perceived combination of the job and combination towards these ends.
Management is basic job is the effective utilization of human resources for
achievement of organizations objectives. The personnel management is concerned with
organizing human resources in such a way to get maximum output to the enterprise and to
develop the talent of people at work to the fullest satisfaction. The performance of human
being is influenced by psychological and social factors such as family, age, sex, experience,
education, job conditions, emotions etc.
No firm can reach its ultimate goal of profit maximization and wealth maximization
without satisfy the man power. Now a day it is widely accepted fact that a happy worker is a
valuable asset to any organization contribution to prosperity. Employees are the most satisfied
and highly productive when their job offers them security from economic strain, recognition
of their effort, clean policy of grievances opportunity to contribute ideas and suggestion,
participation in decision making and managing affairs clean definition of duties and
responsibilities opportunities for promotion, fringe benefits, sound payment structure,
incentives plans and profit sharing activities, health and safety measures, social security,
compensation, communication system. Finally atmosphere of mutual trust respect so the
employees are the precious asset of an organizations, the satisfaction of all employees in their
work is every important.

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STATEMENT OF THE PROBLEM
As a part of the research study the researcher conduct a study on job satisfaction of
employee in Gasha steels Pvt., Ltd. This study is highly significant at their present situation,
that the satisfaction is a serious factor in the company today. Now a day it also affects the
decision making factor of management while dealing business affairs. And also several
factors lead the employees to take leaves without any reason
OBJECTIVES OF THE STDUY
The following are the objectives of the study,
 To study the level of satisfaction of employees in the organization.
 To give suggestions for improving the performance.
 To identify which factor that influences the job satisfaction.
RESEARCH METHODOLOGY
The Researcher had collected the data for this project is both primary and secondary
Primary data collected from Gasha steels Pvt. Ltd through the questionnaire method and the
secondary data collected from journals and websites.
Tools Used For Data Analysis
Percentage analysis is used to analysis the data.
Primary data
The primary data was collected through structured questionnaire.
Secondary data
Secondary data collected through journals, periodicals ad websites.
PERIOD OF STUDY
The period covers the entire study comes around five months. The researcher under
return 21 days of internship. Data were collected during those days after that data were
classify and codify, then the researcher did analysis of data and writing part is done.
Altogether the researcher took five month.
SCOPE OF THE STDUY
The study is limited to job satisfaction of employees at Gasha steels Pvt., ltd. Kanjikode,
Palakkad.

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RATIONALE OF THE STDUY
Job satisfaction is an important concern in an organization. If the job satisfaction is
less it may lead to less productivity, increased turnover, and absenteeism. For that we should
give better facilities to employees.
LIMITATION OF THE STDUY
The following are the limitations of the study,
 The research study was conducted within the limited duration of time. So the time
frame was a major constraint.
 Unavailability of information as the researcher needs.
 Language problem, because in Gasha steels majority of employees from north Indians
they only know Hindi or Bengali language.
SUGGESTED AREA FOR FURTHER STDUY
Employee’s motivation, employee’s safety and employee’s welfare can be analyzed for
further study in Gasha steels.
References:
Books:
1. Sheikh A.M (2007) “Human Resource development and Management” 2nd
Edition, S. Chand Limited.
2. Luthans F. (1995), “Organizational Behavior”, 9th edition, New Delhi, Prentice hall
of India Pvt., Ltd.
3. Robbins S.P. (2005), “Organizational Behavior”, 11th edition, New Delhi Prentice
hall of India Pvt., Ltd.
4. P Subba Rao, V S P Rao (2010) “Personnel & Human Resource Management”
Konark Publishers.

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CHAPTER II
REVIEW OF LITERATURE
In this chapter, a previous research related to job satisfaction of employees which is
conducted in a small enterprise is discussed below.
Davis Etal (1985): In his research, Job satisfaction represents a combination of
positive or negative feelings that workers have towards their work. Meanwhile, when a
worker employed in a business organization, brings with it the needs, desires and experiences
which determinates expectations that he has dismissed. Job satisfaction represents the extent
to which expectations are and match the real awards. Job satisfaction is closely linked to that
individual's behavior in the work place.
Giffeth Horn and Gaertner (2000): Reported that, job satisfaction is negatively related
to turnover intention. Organizational predicts turn over better than job satisfaction. This
finding suggests that job satisfaction may be a more distal influence upon turnover intention
than organizational commitment
Springer (2002): Investigated the potential mediating role of job satisfaction between
job stressors namely role overload-quantitative, role overload-qualitative and lack of career
development as a source of stress on the one hand and various facets of organizational
commitment namely affective, continuance and normative. Path analyses revealed that role
overload- quantitative directly and negatively influence both job satisfaction and career
development as a source of stress directly and negatively influence job satisfaction. Findings
also suggest that job satisfaction mediates the influence of role overload- quantitative on
various facets of organizational commitment.
Heslin (2003): In his study, job satisfaction and organizational commitment stated that
employee’s productivity is largely related to their level of job satisfaction and in fact the
turnover rate can be reduced with a higher level of organizational commitment. There is
relatively strong relationship between job satisfaction and organizational commitment.

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Statt (2004): In his study, Job satisfaction can as the extent to which a worker is
content with the rewards he or she gets out of his or her job, particularly in terms of intrinsic
motivation.
Mullins (2005): Job satisfaction is a complex and multifaceted concept which can
mean different things to different people. Job satisfaction is usually linked with motivation,
but the nature of this relationship is not clear. Satisfaction is not the same as motivation. Job
satisfaction is more of an attitude, an internal state. It could, for example, be associated with a
personal feeling of achievement, either quantitative or qualitative.
Kaliski (2007): Job satisfaction is a worker’s sense of achievement and success on the
job. It is generally perceived to be directly linked to productivity as well as to personal well-
being. Job satisfaction implies doing a job one enjoys, doing it well and being rewarded for
one’s efforts. Job satisfaction further implies enthusiasm and happiness with one’s work. Job
satisfaction is the key ingredient that leads to recognition, income, promotion, and the
achievement of other goals that lead to a feeling of fulfillment.
George Etal (2008): Job satisfaction is the collection of feeling and beliefs that people
have about their current job. People’s levels of degrees of job satisfaction can range from
extreme satisfaction to extreme dissatisfaction. In addition to having attitudes about their jobs
as a whole. People also can have attitudes about various aspects of their jobs such as the kind
of work they do, their coworkers, supervisors or subordinates and their pay.
Aziri (2008): In his research work we consider that job satisfaction represents a feeling
that appears as a result of the perception that the job enables the material and psychological
needs.
Graham and Nafukho (2010): In his research, finds that Seek to introduce a
conceptual model that illustrate presumed association among work climate relationships, job
satisfactions, organizational commitment, turnover intentions, retentions, crash rates and
numerous residual costs. They state that organizational commitment when compared to
turnover, has received limited attention in transportation safety research among truckload
organization. The study raises the level of awareness that there is much work do to gain
comprehensive knowledge of variables that influence driver safety outcomes and the
appropriate inventions necessary to elevate organizational commitment and retention.

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Spector (1997): in his research find that, the importance of job satisfaction specially
emerges to surface if had in mind the many negative consequences of job dissatisfaction such
a lack of loyalty, increased absenteeism, increase number of accidents etc. Lists three
important features of job satisfaction. First, organizations should be guided by human values.
Such organizations will be oriented towards treating workers fairly and with respect. In such
cases the assessment of job satisfaction may serve as a good indicator of employee
effectiveness. High levels of job satisfaction may be sign of a good emotional and mental
state of employees. Second, the behavior of workers depending on their level of job
satisfaction will affect the functioning and activities of the organization's business. From this
it can be concluded that job satisfaction will result in positive behavior and vice versa,
dissatisfaction from the work will result in negative behavior of employees. Third, job
satisfaction may serve as indicators of organizational activities. Through job satisfaction
evaluation different levels of satisfaction in different organizational units can be defined, but
in turn can serve as a good indication regarding in which organizational unit changes that
would boost performance should be made.
References:
Journals:
Aziri B (2011) job satisfaction: a literature review, Management Research and Practice vol.3
Issue 4 Pp: 77-86.

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CHAPTER III
THEORTICALFRAMWORK
The last chapter was dealing with a literature review on employee satisfaction of a
medium and small scale industry. This chapter clearly says about the confectionery industry
and the company.
Industrial Profile
The history of the modern steel industry began in the late 1850s, but since
then steel has been basic to the world's industrial economy. This article is intended only to
address the business, economic and social dimensions of the industry, since the bulk
production of steel began as a result of Henry Bessemer's development of the Bessemer
converter in 1857. Previously steel was very expensive to produce and only used in small
expensive items such as knives, swords and armour. Steel is crucial to the development of any
modern economy and is considered to be one of the backbones of human civilization. The
level of per capita consumption of steel is treated as an important index of the level of socio-
economic development in a country.
India is slated to become the second-largest steel producer in the world by 2015. Steel
production in the country has increased at a compound annual growth rate (CAGR) of 6.9 per
cent over 2008-2012.India's real consumption of total finished steel grew by 0.6 per cent year-
on-year in April-March 2013-14 to 73.93 MT, according to the Joint Plant Committee (JPC),
Ministry of Steel.Increasing demand by sectors such as infrastructure, real estate and
automobiles at home and abroad has put India on the world map. The construction sector
accounts for around 60 per cent of the country's total steel demand while the automobile
industry accounts for 15 per cent.Ministry of Steel, Government of India, is considering
setting up a strong research and development (R&D) mission/centre, virtual or otherwise, to
step up innovative research and technology development in the country's steel industry.
The liberalization of the industrial policy and other initiatives taken by the government
has spurred the growth of the private sector in the steel industry. While the existing units are
being modernized or expanded, a large number of new steel plants have also come up in
different parts of the country based on cost-effective and state of-the-art technologies. In the

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last few years, the rapid and stable growth of the demand side has also prompted domestic
entrepreneurs to set up fresh Greenfield projects in different states of India. With the increase
in global population, there is a greater need for steel to build public-transport infrastructure.
Emerging economies will continue to drive demand as these countries require a significant
amount of steel for urbanization and industrialization purposes.
India's steel sector is anticipated to witness investment of about Rs 2 trillion (US$
33.26 billion) in the coming years, as per Tata Steel. India’s iron and steel sector are slowly
regaining financial health, with demand for the metal finally coming close to the installed
capacity. This has resulted in better profitability due to higher realizations on every tonne of
steel sold.
The demand-supply balance has shifted in the first four months of the current fiscal,
with demand being higher. As per the Joint Plant Committee, under the Ministry of Steel,
domestic consumption and exports led to 27.56 million tonne of steel being sold during the
period, which was higher than the production at 27.39 million tonne. This is mainly on
account of disposal of inventory from previous months.
In the same period, Indian steel makers produced 27.15 million tonne of the metal
while only being able to sell 26.99 million tonne including both exports and domestic sales.
The result has reflected in the improvement of net sales realizations of the metal and boosted
profitability of steel companies.
The total employment in the industry is more than two million (including direct and
indirect employment). Most of the Steel plants are situated in economically backward regions
of the country. Therefore, Steel companies have contributed to the overall development of
civic, medical, educational and other facilities in these regions.
Since non-executives recruitments are carried out mainly on regional level, a large
number of SCs/STs and other weaker section of the society get the benefit of employment in
SAIL. For jobs of temporary & intermittent nature, generally contractors deploy workmen
from the local areas, which again provide an opportunity for employment of local candidates
of economically weaker section.

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Establishment of steel plants in economically backward areas has given a fillip to the
economic activities thus benefiting the support population providing different types of
services. Over the years, a large group of ancillary industries has also developed in the
vicinity of Steel Plants. This has created opportunities for local unemployed persons for jobs
and development of entrepreneurship.
Functions of the Ministry
 Coordination of data from various sources for the growth of the iron and steel industry
 Formulation of policies in respect of production, pricing, distribution, import and export
of iron & steel and Ferro alloys
 Planning and development of and assistance to the entire iron and steel industry in the
country
 Development of the input industries relating to iron ore, manganese ore, refractories and
others required by the steel industry
Major Players in the Industry
Steel industry was mostly dominated by Public sector before liberalization in 1991.
But liberalization gives a new life to the industry. It allows new private players to enter in the
market and encourages existing players to expand their capacity. This eventually brings
competition in the market. Presently India is the 5th largest producer of crude steel in the
world and is expected to become the 2nd largest producer by 2015-16. Production of crude
steel (in tonnes)
Public Sector 16.714
Private Sector 48.161
Total 64.875
Percentage share of Public sector 26%

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Government Initiatives
Ministry of Steel, Government of India, is considering setting up a strong innovative
research and technology development in the country's steel industry. The Centre's Steel
Development Fund (SDF) and Plan Scheme presently provide financial assistance for R&D in
the sector.
Under the SDF scheme, 82 R&D projects have been approved with total project cost
of Rs 677 crore (US$ 112.61 million) where in research and development (R&D)
mission/centre, virtual or otherwise, to step up SDF assistance is Rs 370 crore (US$ 61.54
million). Under the Plan Scheme, eight projects have been approved with a total cost of Rs
123.27 crore (US$ 20.51 million) where in government assistance is Rs 87.28 crore (US$
14.51 million).In order to increase industrial activity, the Government of India, through the
Ministry of Steel, has signed Memorandums of Understanding (MoUs) with all the major
steel producing Public Sector Undertaking (PSU) companies such as SAIL and Rashtriya
Ispat Nigam Ltd (RINL). These will help to direct the companies to achieve targets and
benefit the sector as a whole.
The industry directly employs more than two million people worldwide, with a further
two million contractors and four million people in supporting industries. Considering steel’s
position as the key product supplier to industries such as automotive, construction, transport,
power and machine goods, and using a multiplier of 25:1, the steel industry is at the source of
employment for more than 50 million people. World crude steel production has increased
from 851 megaton’s (Mt) in 2001 to 1,606 Mt for the year 2013.
World average steel use per capita has steadily increased from 150kg in 2001 to 225
kg in 2013. India, Brazil, South Korea and Turkey have all entered the top ten steel producers
list in the past 40 years.

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Company Profile
Gasha Steels Pvt.Ltd. Company situated at Kanjikode, Palakkad. And the flagship
division of 1000 crores kalliyath group was establishing in the year 2001. Gasha Steels the
flagship division of the 1000 crores kalliyath group was incorporated 0n 30th June 1995 wide
certificate of incorporation no: 0909179 of 1995 issued by registrar of company Kerala. The
managing director of Gasha Steels is Mr. K Abdul Gafoor. The company has not accepted any
deposit from the public and the provision of section 58A of the Company’s Act 1956 and the
rules framed there under not applicable. The company required to maintain cost records under
the section 2009 (1) (D) of the Company’s Act 1956. The authorized share capital of the
company is 50, 00,000 divided into 50,000 equity shares of capital provides in companies act
1956.
Kalliyath group of companies is today leading entity in south Indian with the
total turnover 1000 crores and the rich legacy of group is successfully carried forward by the
third generation and today the group has diversified interest in real estate, healthcare,
transportation and global trade. This group has been in front of steels trading and
manufacturing business over 75 years.
The company is situated in the new industrial development area Kanjikode,
where KSEB was commissioned A 220 KV substation. Location is between Palakkad and
Coimbatore is well connected with rail road service power and water is available in the site.
The area is considered to be having good water source at 200-300 feet depth it is proposed to
make two bore wells in the site. This facilitates easy economic movement materials of
materials, finished goods and manpower etc.
The company is engaged in the business of manufacturing TMT Bars and Wire Rods
of various sizes and specifications according to the BIS standards (ISI) and needs of the
customers up to a capacity of 3000 tonnes per month on double shift basis. The rolled
products are Steel Rods from 5mm to 16 mm. These rolled products, namely 8, 10, 12, bars
are extensively used in buildings and other civil construction works in Kerala. Our rolling mill
unit is spread over 4.5 acres of land with adequate infrastructure facilities.

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Gasha Steels steadily grows on its core ideals of Quality Management, constant
innovation and understanding customers’ needs, through continuous quality improvements in
steel industry and according to their needs they produced the good quality products.
Gasha Steels were able to strengthen its position as a market leader. The Company’s products
command a good premium over the market prices. Now Gasha emerging as top one among
the reputed rolling mills in Kerala
High quality Thermo Mechanically Treated (TMT) bars are manufactured using the
most contemporary technology available worldwide and supervised by qualified metallurgists
and structural engineers. Our products are BIS approved and meet all the standards of ISI and
marked with ISI label. The salient features of the rolling mill include an extensive billet /
ingot yard fore cast-wise (chemical) stacking of billets; this will help to get better consistency,
strength and quality in their TMT Bars and they focus always in the quality.
Our TMT steel bars are made using the Rapid Quenching & Tempering technology. It
allows the production of bars to be on par with BIS and international standards. Hot rolled
bars from steel billets are subjected to PLC-controlled online thermo-mechanical treatment;
the bars are made to pass through heat treatment over three successive stages.
 Quenching
 Self Tempering
 Normalizing (Atmospheric Cooling)
After the quenching process, the bars are cut to desired sizes with the Auto Shearing
machines and transferred to the Cooling Bed wherein they are naturally cooled to get the
defined structure. Unlike conventional bars that are subjected to force cooling or cold
twisting.

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Theigh Ingots Pvt.,Ltd. is an ISO certified company manufacturing MS Ingots, with
the state of the art Induction Furnace Technology. Commissioned in the year 2008 we have
become pioneers in adopting the latest technologies for manufacture of MS Ingots. The major
portion of our raw material is imported from Central Europe, USA and Middle East. Right
from the selection of raw material we take utmost care to manufacture defect free MS Ingots.
Which is the raw material used in our sister concern Gasha Steels and Alloys Pvt., Ltd.
Our plants are equipped with sophisticated quality control lab and instruments for analyzing
the chemical and physical composition of the finished Ingots as well as raw material. At
Theigh Ingots we follow strict quality standards. Our product quality adheres to ISI
certification (IS 2830:1992).To ensures that the quality standards are maintained, the process
is monitored at every stage of production. The manufacturing process is supervised by a
technically qualified metallurgist and a team of experienced supporting staffs.
Product Range
C20: These Ingots are used for the manufacture of TMT bars with Fe415 Grade. The
Chemical Composition as below
Carbon: 0.17 - 0.23 %
Manganese: 0.30 – 0.36 %
Sulphur: Max – 0.055%
Phosphorus: Max - 0.055%
Silicon: Max - 0.42%
Micro Alloying Elements: Traces
C20MMn: These Ingots are used for the manufacture of TMT bars with Fe500 Grade. The
manufacturing process is supervised by a technically qualified metallurgist and a team of
experienced supporting staffs.

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Carbon: 0.17 - 0.23 %
Manganese: 0.60 – 1.00 %
Sulphur: Max – 0.055%
Phosphorus: Max - 0.055%
Silicon: Max - 0.42%
Micro Alloying Elements: Traces
The Steel fab Highlights.
 Brings professionalism into material management.
 Reduces inventory cost by not dumping materials at project site.
 Reduces man hours per metric ton.
 Reduces non-value added waste by minimizing the rebar loss rate.
 Able to process varied shapes of reinforcement.
 Reduces the project completion time with the rapid rebar processing.
 Meets the reinforcing design with utmost accuracy and specification.
 Streamlines material flow.
 Avoids work space disturbance at the project site.
 Works on TMT steel bars of any company.
 Reduces the overall cost of the project.
 Saves a minimum of Rs. 7000/- per metric tons.
 Speeds up the whole bar bending process.
 Super savings in time – 1 day as to 30 days in conventional bar bending.
 Ensures your work site is an accident free zone.
 Prevents theft of steel from project site.
TMT bars have high strength, greater yield & elongation, uniform micro structure,
toughness, ductility and greater weld ability. They also bond better with cement concrete mix.
Hence they are equipped with the requisite properties like outer rib arrangements as per the
standard of BIS with CNC machines to meet the pullout test of BIS, also to provide strength
to concrete structures for enduring natural hazards. Further, our quality controllers also test

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each product at both, procurement and delivery stages. This helps us in avoiding any
inconsistency at the clients end. Owing to superior finish and high utility designs, these
products are extensively demanded in the construction field.
The Gasha Steels deals with the manufacturing of TOR steels bars and TMT steels
bars by adopting highest manufacturing standards and using cutting edge technology. They
stand in the said of technology and in quality to bring the best over the years. It has evolved to
become one of the most reliable and excellent rolling mills. Gasha steels promises and fulfills
safety, quality, reliability and strength in the steel bars they are producing. The company runs
with fully computerized networking system in its administration with latest infrastructure
facilities.
All kind of ferrous and non ferrous metals meant for any industrial use and to carry on
business in colder hot rolling rerolling edge milling sheeting stamping pressing extra ding
forgoing drawing flattering straightening andheat trading of all kinds of steels and other
material due to its superior quality or brand kairali TMT is highly popular and widely
accepted among to discerning customers both in the commercial and domestic sectors. The
TMT process imparts high strength to the bars using the latest technology.TMT is produced
by thermo – mechanical treatment and not by cold twisting; therefore there is no position
residential residual stress in the bar, which results in corrosion resistance characteristics.
The company now manufactures 5mm 6 mm CTD bars (cold twisted bars) 8mm
10mm 12mm TMT bars. The proposed installed capacity of unit 36000 TMT of construction
steels per annum and estimated project cost Rs. 970 Lakhs the cost of power and huge
demand is the main attraction of setting up of a unit of this kind in kerela. Gasha is now
rolling 8mm, 10mm, 12mm, 14mm, 20mm, 24mm, 28mm, and 32mm of TMT, for which all
are tested by UTM, inn physical laboratory. Above 60% of the scraps are imported from
USA, UK, Middle East and Africa. The company has mega structure has melting division and
also handles production capacity up to 50,000 tons per annum.Technical staffs are recruited
only through contract basis. These labours are mainly from Orissa and BiharThere are around
30 staff employee working in paragon steel and technical staffs are recruited only through
contract basis. These labours are mainly from Orissa and Bihar.

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Salient Features of Gasha Steels
The customers is more prefer Gasha steels because of this reasons, there product approved by
BIS, more bonding strength, Earthquake resistance, Cost effective in long run and heat
resistance.
Some of the main suppliers are
Our product mainly supplied by this suppliers PSP steels ltd, Sri Padma Balaji steels ltd,
Marutham steel ltd and MA steels ltd and they maintain a good relationship with us. So the
supply of Gasha steels is going according to the customer’s needs.
Some of the customers are
These are main customers that buy the product from the Gasha steels, Vanjinad Forginsps ltd,
Jaibharath Steels, MK Steels, Sabari steels and Sri Traders. The company and the customers
made a good relationship with each other’s and this customer has satisfied with their products.
For that Gasha steels also concentrate on their products.
List of documents held by Gasha Steels Pvt., Ltd.
 Memorandum of association
 Article of association
 Staff regulation
 Purchase procedures
 Group insurance scheme
 ISO: 9001/2001 document of Gasha steels Pvt., Ltd.
 Gasha steels Pvt., Ltd. employees provident fund scheme
 Gasha steels Pvt., Ltd. employees gratuity funds rules and regulations
 Promotion and up gradation policy of managerial employees

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Mission
Every organization has there on mission like that Gasha steels have the mission like Quality &
Purity and Safety and Strength for that they highly concentrate on their products and there
production process.
Policies
 Credit policy
Promoters
 Chairman & Director
 Managing Director
Objectives
For success of an organization there must be a good objective, so the gasha steels have the
objectives
 Providing good quality products
 Create customer satisfaction
 To create healthy working environment
 Giving good working conditions among the workers
 Maintain quality leadership
 To detect and prevent problems in the organizations

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Awards
 Steel manufacturing association award in the year 2007-08 for best marketing
company in steel industry.
 Kalliyath Group was awarded by Governor of Kerala in achieving Vyavasaya Ratna
award.
 Mr. Noor Mohammed Shah, The managing director of Kalliyath group is elected as
the president for Steel manufacturing Association – Kerala.
 Company has been awarded for the best pollution free company by Kerala pollution
control board for the year 2009-10.
 The company chairman received doctorate in humanities for business excellence by
Srilankan government.
 Our Groups most promising member, Mr.Humayoon Kalliyath was awarded 'Icon of
Youth in Business ‘award by the youth wing of the Kerala Vyapari Vyavasayi
Ekopana Samithi (KVVES).

21
Organization Chart of Gasha Steels Pvt., Ltd.
References:
Internet:
www.kalliyathgroup.com
www.steel.gov.in
Managing Director
General Manager
Finance PersonalProductionPurchase
General
Administrative Officer
Personnel
Manager
Finance
Manager
Salary
Administration
Officer
Work
Manager
Assistants
Cashier Supervisor
Office
Administrator
TOR
Clerk
Workers

22
CHAPTER IV
DATA ANALYSIS & INTERPRETATION
The previous chapter deals with the company profile including, history, services of the
organization and vision and mission of Gasha steels pvt., ltd. The current chapter goes for an
analytical version of the data collected in support of the topic of the project.
Table 1
Age group
Age group No. of respondents % of respondents
20-30 14 70
30-40 5 25
Above 40 1 5
Total 20 100
Source: Primary Data
The table1 indicates age group and the data from the table have been transferred to
figure 1 for better analysis and drawing of conclusion.
Figure 1
Age group
Interpretation
From the above data, states that around 70% workers are wit in the age group of 20-30
and 25% are 30-40 and only 5% is above 40.
Now, the researcher eyes on communication between senior management and
employees and here also a table is used for administering the data, relevant for the area and
data related to gender.
70%
25%
5%
percentage of respondents
20-30
30-40
Above 40

23
Table 2
Gender
Gender No. of respondents % of respondents
Male 20 100
Female 0 0
Total 20 100
The table 2 indicates gender and the data from the table have been transferred to
Figure 2
Gender
Interpretation
From the above data, it is clear that 100% employees are male.
Now, the researcher analysis the gender of the organization next goes to analysis the
marital status.
0
5
10
15
20
25
Male Female
percentage
gender

24
Table 3
Marital status
Marital status No. of respondents % of respondents
Married 6 30
Unmarried 14 70
Total 20 100
The table 3 indicates marital status and the data from the table have been transferred
to figure 3 for better analysis and drawing of conclusion.
Figure 3
Marital status
Interpretation
From the above data, states that only 30% are married and 70% are unmarried.
The researcher found that the marital status of the organization next goes to analysis
the monthly income of employees.
0
2
4
6
8
10
12
14
Married Unmarried
percentage
marital status
percentage of
respondents

25
Table 4
Monthly income
Monthly income No. of respondents % of respondents
Less than 10,000 14 70
10,000-20,000 6 30
Above 20,000 0 0
Total 20 100
The table4 indicates monthly income and the data from the table have been
transferred to figure 4 for better analysis and drawing of conclusion.
Figure 4
Monthly income
Interpretation
From the data, it is clear that around 70% of employee’s monthly income less than
10,000 and 30% is above 10,000.
According to the researcher analysis the monthly income of the organization next goes
to analysis the working environment of Gasha steels.
70%
30%
0%
Less than 10,000
10,000-20,000
Above 20,000

26
Table 5
Working environment
Opinion No. of respondents % of respondents
Excellent 8 40
Good 10 50
Average 2 10
Poor 0 0
Total 20 100
The table 5 indicates working environment and the data from the table have been
Figure 5
Working environment
Interpretation
From the above table and figure, states that 40% respondents said that working
environment is excellent and 50% are said to be good and 10% are said to be average, no one
said that to be poor.
Now, the researcher analysis the working environment of the organization next goes
to analysis the security in the job at Gasha steels.
0
10
20
30
40
50
60
Excellent Good Average Poor
percentage
opinion
Percentage of Respondents
Percentage of
Respondents

27
Table 6
Job Security
High secure 6 30
Secure 12 60
Insecure 2 10
Total 20 100
The table 6 indicates security in the job and the data from the table have been
transferred to figure 6 for better analysis and drawing of conclusion
Figure 6
Job Security
Interpretation
From the above the table and figure, it is clear that 30% of respondents feel high
secure in the job, 60% are feel secure, and only 10% 0f respondents are feel insecure in their
job.
The researcher found that the security level in job. Next, goes to analysis the safety
measures provide by the company.
0
10
20
30
40
50
60
High
secure
secure insecure
percentage
opinion
Percentage of
Respondents

28
Table 7
Safety measures
Highly satisfied 4 20
Satisfied 14 70
Dissatisfied 2 10
Highly dissatisfied 0 0
Total 20 100
The table 7 indicates safety measures and the data from the table have been
Figure 7
Safety measures
Interpretation
From the above data, 20% of respondents are highly satisfied, 70% are satisfied, 10%
are dissatisfied and there is no highly dissatisfied respondents with safety measures provide
by the company.
Now, the researcher find safety measures provide by the company. Next, goes to
analysis the bonus and incentives provide by the company.
Highly satisfied
20%
Satisfied
70%
Dissatisfied
10%
Highly dissatisfied
0%
Highly satisfied
Satisfied
Dissatisfied
Highly dissatisfied

29
Table 8
Bonus and incentives
Satisfied 10 50
Dissatisfied 5 25
Total 20 100
The table 8 indicates bonus and incentives and the data from the table have been
Figure 8
Bonus and incentives
Interpretation
From the above table, states that 10% of respondents are highly satisfied, 50% are
satisfied, 25% are dissatisfied and another 15% are highly dissatisfied. With the bonus and
incentives provide by the company.
The researcher analysed that incentives provide by the company. Next, go to analysis
the relationship between superiors.
0
10
20
30
40
50
Highly
satisfied
Satisfied Dissatisfied Highly
dissatisfied
percentage
opinion
Percentage of
Respondents

30
Table 9
Relationship with superiors
Excellent 1 5
Good 16 80
Average 3 15
Poor 0 0
Total 20 100
The table 9 indicates relationship with superiors and the data from the table have
been transferred to figure 9 for better analysis and drawing of conclusion.
Figure 9
Relationship with superiors
Interpretation
From the above table and figure, states that 5% of respondents are very good opinion
regarding the relationship with the superiors, 80% of respondents are said to be good, 15% of
respondents are said to be average and nobody said that to be poor.
According to the researcher analysis the relationship between superiors. And next, the
researcher goes to analysis the drinking water facility provide by the company.
Excellent
5%
Good
80%
Average
15%
Poor
0%
Excellent
Good
Average
Poor

31
Table 10
Drinking water facility
Yes 20 100
No 0 0
Total 20 100
The table 10 indicates drinking water facility and the data from the table have been
Figure 10
Drinking water facility
Interpretation
From the above data, states that 100% of respondents said to be as, company
providing good drinking water facility. And there is no respondents said against that.
The researcher analysed that drinking water facility provide by the company. And
next, the researcher goes to analysis canteen facility provide by the company.
0
20
40
60
80
100
120
Yes no
percentage
opinion
Percentage of
Respondents

32
Table 11
Canteen facilities
Yes 0 0
No 20 100
Total 20 100
The table 11 indicates canteen facilities and the data from the table have been
Figure 11
Canteen facilities
Interpretation
From the above table and figure, states that 100% of respondents are said to be as
company does not providing canteen facility.
The researcher found that the canteen facility provide by the company. And next, goes
to analysis accommodation that provide by the company.
0
10
20
30
40
50
60
70
80
90
100
Yes No
percentage
opinion
Percentage of
Respondents

33
Table 12
Accommodation facility
Excellent 2 10
Good 4 20
Average 14 70
Poor 0 0
Total 20 100
The table 12 indicates accommodation and the data from the table have been
Figure 12
Accommodation facility
Interpretation
From the above table and figure, states that 20% of respondents are said to be as the
accommodation is very good, 70% are said to be good, 10% said to be average, nobody said
that poor.
Now, the researcher analysis the accommodation facility, next the researcher goes to
analysis the quality of safety equipments.
Excellent
10%
Good
20%
Average
70%
Poor
0%
Excellent
Good
Average
Poor

34
Table 13
Safety equipments quality
Yes 18 90
No 2 10
Total 20 100
The table 13 indicates safety equipments quality and the data from the table have been
Figure 13
Safety equipments quality
Interpretation
From the above table and figure, states that 90% of respondents are said to be as safety
equipments are good in quality, and 10% said to be as not good in quality.
According to the researcher analysis the quality of safety equipments provide by the
company and next, goes to analysis the medical facility provide by the company.
0
10
20
30
40
50
60
70
80
90
100
Yes No
percentage
opinion
Percentage of
Respondents

35
Table 14
Medical facilities
Yes 20 100
No 0 0
Total 20 100
The table 14 indicates medical facilities and the data from the table have been
Figure 14
Medical facilities
Interpretation
From the above table and figure, states 100% of respondents said to be the company is
providing medical facility.
Now, the researcher analysis the medical facility provided by the company, next goes
to analysis the rest room facility provided by the company.
0
10
20
30
40
50
60
70
80
90
100
Yes No
percentage
opinion
Percentage of
Respondents

36
Table 15
Rest room facility
Yes 20 100
No 0 0
Total 20 100
The table 15 indicates rest room facility and the data from the table have been
Figure 15
Rest room facility
Interpretation
From the data, it is clear that 100% of respondents said to be as the company provided
the rest room facility.
The researcher analysed rest room facility. Next, the researcher goes to analysis the
transportation facility provided by the company.
0
20
40
60
80
100
Yes No
percentage
opinion
Percentage of
Respondents

37
Table 16
Transportation facility
Excellent 1 5
Good 1 5
Average 16 80
Poor 2 10
Total 20 100
The table 16 indicates transportation facility and the data from the table have been
Figure 16
Transportation facility
Interpretation
From this table and figure, we can understand that 5% of respondents said to be as
transportation facility are excellent, 5% are good, 80% are average and 10% are poor
regarding the transportation facility.
According to the researcher analysis the transportation facility. And next, the
researcher goes to analysis the working hours of the company.
0
10
20
30
40
50
60
70
80
Excellent good Average Poor
percentage
opinion
Percentage of
Respondents

38
Table 17
Working hours
Strongly agree 6 30
Agree 12 60
Disagree 2 10
Strongly disagree 0 0
Total 20 100
The table 17 indicates working hours and the data from the table have been
Figure 17
Working hours
Interpretation
From the above data, states that 30% of respondents are strongly agree with working
hours are flexible, 60% are agree, and 10% are disagree with working hours.
Now, the researcher analysis the working hours of the company. And next, researcher
goes to analysis the satisfaction level regarding the insurance.
Strongly agree
30%
Agree
60%
Disagree
10%
Strongly
disagree
0%

39
Table 18
Insurance
Satisfied 15 75
Dissatisfied 2 10
Total 20 100
The table 18 indicates insurance and the data from the table have been transferred to
Figure 18
Insurance
Interpretation
The data shows that 15% of respondents are highly satisfied with regarding insurance
measures, 75% are satisfied, and 10% are dissatisfied and no one said that highly dissatisfied.
The researcher found that insurance facility provided by the company, next the
researcher goes to analysis the compensation package.
Highly satisfied,
15
Satisfied,75
Dissatisfied,10
Highly dissatisfied,
0
0
10
20
30
40
50
60
70
80
0 1 2 3 4 5
percentage
opinion
PERCENTAGE OF
REPONDENTS

40
Table 19
Compensation package
Opinion No of respondents % of respondents
Satisfied 12 60
Dissatisfied 3 15
Total 20 100
The table 19 indicates compensation package and the data from the table have been
Figure 19
Compensation package
Interpretation
The data shows, that 15% of respondents are highly satisfied with compensation
package, 60% are satisfied, 15% are dissatisfied and 10% are highly dissatisfied.
0
10
20
30
40
50
60
percentage
opinion
Percentage of
Respondents

41
CHAPTER V
FINDINGS, SUGGESTIONS, AND CONCLUSION
Now the researcher comes to the conclusion part of this study. The last chapter deals
with the analysis and arriving at the interpretation and is subjected to scrutiny. From this, the
researcher came across the important findings as in concurrence with the objectives of the
study. The findings are listed below:
FINDINGS
1. The researcher find that the age group of employees is more between 20-30, there are
only male employees, and monthly income is less than 10.000 working environment of
Gasha steels is good. Around 80% of respondents said that the working condition is
good and they working very well without any problem. The security system of Gasha
steels is perfect, 90% of respondents agreed that there is no problem occurs whiles them
working in the company. Most of the respondents showed their satisfaction towards
safety measures provided by the company is very good. And the company also
concentrates on that without any mistake.
2. The study finds that the bonus and incentives provided by the company are satisfied by
the employees, but majority of employees did not satisfy with current bonus and
incentives package. A success of an organization is depending on the relationship
between top level and the bottom level. Through this study the researcher finds that the
relationship between superiors and employees is very good. The researcher finds that the
company is providing good drinking water facility and 100% of respondents are agreed
that.
3. The study finds that there is no drinking water facility in the company and all of the
respondents are agreed that. For satisfy of an employee is depends upon the basic needs,
through this study researcher finds that, only 30% of respondents satisfied with the
accommodation. The researcher finds that 90% of respondents satisfy with the
equipments that provided by the company. The study finds that the medical facility
provide by the company is 100% satisfied by the employees. So the workers are really to
work in Gasha steels.

42
4. The researcher find that, no employees can’t work without any rest for the Gasha steels
is providing rest room facility to the workers. 100% of respondents said that the
company has providing rest room. The study finds that the transportation facility,
provided by the company is not satisfactory. The employees want much more in the
transportation. For better working conditions there must be the working hours should be
flexible then also the employees get the job satisfaction. The researcher finds that 90%
are satisfy with present working hours.
5. The researcher finds that around 75% of respondents are satisfy with the insurance
package provided by the company. The study finds that most of the employee’s response
towards the compensation package is very good.
SUGGESTIONS
On the basis of analysis, interpretation, and the resultant findings the researcher now
endeavor to give a few valid suggestions to the management. Which are as follows:
1. Employees are interested in having good food and snacks but the organization should
not have the facility. So management should focus on that for giving better food and
facility.
2. Also they should be concerned about providing additional benefits especially financial
benefits to the employees.
3. Management should pay attention on providing employee welfare services, health and
safety, job security, working responsibilities and good working environment for
worker level employees.
4. Management should pay their attention on providing transportation facility and the
accommodation facility of the employees.

43
CONCLUSION
The research made in an attempt to find out the job satisfaction level of the employees
in Gasha Steels Pvt., Ltd. Through this study the researcher has analyses how much level that
satisfies the employees.
Any organization success and growth depends on employees. The company may have
rich resources of capital, material, infrastructure, machines and technology but if the quality
of manpower is not good, the organization cannot succeed. Job satisfaction of employees
plays a vital role in every organization. And the quality and productivity of manpower
depends on the job satisfaction measures provided by the organization.
By conducting this study researcher have acquired and in-depth knowledge regarding
job satisfaction of employee and how it contributes towards organizations success. If the
management considered researcher suggestions on the basis of this study, company can
improve the level of satisfaction towards the job.

Project job sanctification of employees

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