A

PROJECT REPORT ON
EMPLOYEE SATISFACTION
AT HINDALCO SMELTER PLANT
HIRAKUD COMPLEX
Under the sinere !"id#ne $%
K. Palani
S"&'itted &( )
Dee*#+ K"#r S#h"
R$,, N$- ) ./M0A123
Re!d- N$- ) 3451/65/7
S"&'itted T$)
DDCE, SAMBALPUR UNIVERSITY
MBA-09 1
PREFACE
With changing corporate scenario of 21
st
century any organization can not ignore
the importance & involvement of human being in overall development of organization it
is the prime duty of the human resource department of the organization to see that all the
employee working in the organizations are highly satisfied.
Increasing job satisfaction is important for both humanitarian value and for the
financial benefit of organization. mployee with higher job satisfaction believes that
!he organization will be satisfying in the long run.
"are about the #uality of work.
$re more committed to the organization.
%ore productive
&o the importance of job satisfaction can't be over emphasized. !he present study
reveals the level of satisfaction relating to the factor such as job( management( social
relation( personal adjustment.
!his project report deals with the concept of job satisfaction( reveals the
satisfaction in the )indalco Industries smelter plant at )irakud comple*.
It also deals with room for improvement & suggestions for the )+ department to
improve the level of satisfaction of employees.
!he researcher feels that at the end of study every reader( wheather teacher(
student or a practitioner or just some one interested in human beings would develop some
insight regarding the employee satisfaction & its importance for the organization.
I take this opportunity to e*tent my gratitude to all those who have helped me in
conducting the study.
MBA-09 2
ACKNOWLEDGEMENT
!his project has been made possible by direct & indirect co,operation of many
intellectual person for whom I wish to e*press my hearty appreciation and gratitude.
I am greatly indebted to -ushparaj &athapathy .%anager / )+0( who guided me
& kind enough to inspire me for my project by his valuable guidance & rich e*perience.
%y sincere thanks to &ri 1allav &ingh .&enior %anager, )+0( for allowing me to
do my project at )indalco industry limited smelter )irakud comple*.
I would e*tend my deep sense of gratitude to my project guide 2. -alani( for
valuable guidance regarding my research work.
I am also very much thankful to the "entre 3irector( 4I"( !alcher for his
valuable suggestion and sincere help.
!he co,operation I got during my project form the employees of )irakud smelter
plant was really appreciable.
5ast but not least( my sincere thanks to my loving parents( friends( colleagues &
other well wisher whose good wishes & timely suggestion made me to complete my job
in time.
3uring my project I came across many practical e*periences in $luminum
industries. It was a great learning e*perience for me( which I could not have with out the
co,operation of all the above people mentioned. 6nce again I am very much thankful all
of them. I e*tend my warm wishes for their personal & professional life.
3eepak 2uar &ahu.
MBA-09 3
TO WHOM SOEVER IT MAY CONCERN
!his is to certify that the project work entitled 7%-568 &$!I&9$"!I64 at
)I43$5"6 &%5!+ -5$4! )I+$2:3 "6%-5;< submitted by 3eepak 2uar
&ahu as 3issertation -roject for fulfillment of the re#uirement for the award of %1$
.)+0 from 33"( &ambalpur :niversity. !his has not formed a basis for the award of
any 3egree =3iploma by this university or any other university.
We wish all success in his future endeavor.
Pushparaj Sathapathy
(Manager HR)
MBA-09 4
EXAMINERS CERTIFICATE
!his project is submitted by 3eepak 2uar &ahu of %1$ bearing the
+oll 4o. 1>%1$?@2 under 33"( &ambalpur :niversity and forwarded for
evaluation.
Internal *aminer *ternal *aminer
MBA-09 5
CERTIFICATE OF APPROVAL
This is to Certify that the Project Etit!e"#
$EMPLOYE SATISFACTION at HINDALCO SMELTER PLANT
HIRAUD COMPLE!
&ubmitted by Deepak Kuar Sahu .nr. 4o 2A=?>B=>C0( &ambalpur :niversity( 1urla
towards partial fulfillment of the re#uirements for the award of the degree of %aster of
1usiness $dministration .%1$0 is a bona fide record of the work carried out by him
under the able guidance of ! Pa"an#( 9aculty( 4I"( !alcher.
(Appr$%a" $& the Center '#re(t$r)
MBA-09 "
DECLARATION
I undersign( here by declare that project entitled 7%-568 &$!I&9$"!I64<
at )I43$5"6 &%5!+ -5$4! )I+$2:3 "6%-5; had been prepared by me for
the partial fulfillment of %1$ .)+0.
!he information given in report is e*clusively based on the data collected while
conducing the study for )I43$5"6 &%5!+ -5$4! )I+$2:3 "6%-5; and
has not formed a part of any other project previously done.
3eepak 2uar &ahu
MBA-09 #
Contents
I)TRO'*CTOR+ PA,ES
Appr$%a" (ert#&#(ate
Pre&a(e
A(-n$."e/ge0ent
'e("arat#$n
Intr$/u(t#$n
O1je(t#%e
COMPA)+ PROFILE
A1$ut A/#tya 2#r"a ,r$up
H#n/a"($ H#st$ry
Merger 1et.een h#n/a"($ an/ #n/a"
H#n/a"($ H#ra-u/ C$0p"e3
'#&&erent /epart0ents $& S0e"ter
4O2 SATISFACTIO)
Intr$/u(t#$n
C$n(ept
Area
'eter0ents $& 4$1 Sat#s&a(t#$n
Manag#ng 4$1 Sat#s&a(t#$n
The$r#es $& 4$1 Sat#s&a(t#$n
S(enar#$ $& an Or#g#nat#$n .#th h#gh"y sat#s&#e/ e0p"$yees
S$ur(es $& C$n&us#$n
RESARCH METHO'OLO,+
'ATA A)AL+SIS A)' I)TERPETATIO)
S*MMAR+
ROOM FOR IMPROVEME)T
SE,,ESTIO)S FOR THE PI))ALE OF S*CCESS
CO)STRAI)TS OF THE ST*'+
2I2LIO,RAPH+
MBA-09 $
MBA-09 9
INTRODUCTION
!his study is just a small effort in the area of studying the comple*ity of human
behavior of an organization. %an is not only comple* but also highly variableD he has
many motives( which are arranged in some sort of hierarchy of importance to him( which
is subject to time,to,time & situation,to,situation. !he fulfillment of these motives
provides satisfaction( as dealing of contentment in man in the organization & his feeling
towards the organization defined as job satisfaction. !he emphasis has been on analyzing
the variables that could influence the job satisfaction of employees & a relation between
them. Eob satisfaction has been considered to be result of different variables like job(
management( social relation etc.
Farious authors have defined job satisfaction. 1lum & 4aylor's definition is used
as a base. !hey have defined job satisfaction as a 7general attitude which is the result of
many specific attitude in three areas( namely specific job( job related factors & like in the
general.
Eob satisfaction is of vital importance for the any 6rganization. !he employees
who are satisfied are the biggest assets to an organization whereas dissatisfied workers
are the biggest liabilities. !he organization cannot achieve its goals & targets unless the
workforces who constitute the organization are satisfied with its job. Eob satisfaction
plays an important role for the organization that has employed them.
!he absence of the job satisfaction has been the most important causes of
ineffectiveness of human resources in an organization. &uccess of an organization to a
great e*tent depends on its human resources. !he dissatisfaction & poor match can have
various aspects with various conse#uences on the overall performance & effectiveness of
the organization as this situation does not remain alone but brings along with its various
other problems.
MBA-09 10
OBJECTIVES
In general the objective of the study is to study various factor affecting job
satisfaction. !he specific objectives of the study are
!o study the level of job satisfaction of the workers.
!o study the level of employee's satisfaction in relation to the job related factors(
management( personal adjustment & social relations.
!o study the over all level of job satisfaction.
!o study the level of job satisfaction for different grade.
!o know the level of satisfaction about nature of job( environment of
organization( rules & policies of the company.
!o find out the level of satisfaction about their wages( effort & initiatives(
promotion scheme( opportunities etc.
MBA-09 11
ABOUT ADITYA BIRLA
$ditya 1irla Group is a multi,cultural( multi lingual workforce of H2>>>
employees belong to 2> different nationalities and its product and service reach across
more than 1>> countries. $ dominant player in all areas of operation( the group's
businesses include aluminum( copper( cement( viscose staplefibre( carbon black viscose
filament yarn( fertilizers( insulators( branded apparel( insurance and asset management(
software and telecom. Its flagship companies include )indalco( Grasim( Indian +ayon(
and Indo Gulf.
2$ar/ O& '#re(t$rs
%r. 2umar %angalam 1irla
Cha#r0an
%rs. +ajashree 1irla
%r. !. 2. &ethi
%r. ".%. %aniar
%r. . 1. 3esai
%r. &. &. 2othari
3r. -. 3. 6jha
%r. -. 2. 3aga
%r. %. %. 1hagat
%r. &. 2. kanwar
%r. $. 2. $garwala
.Whole,time 3irector0
2an-ers
:"6 1nk
&tate 1ank of India
$llahabad 1ank
$merican *press 1ank 5td.
1ank of $merica
"itibank 4. $.
$4I Grindlays 1ank p.l.c.
MBA-09 12
:nion 1aank of Indian
I31I 1ank 5td
2IRLA ,RO*P OF COMPA)IES
"6%-$48 -+63:"!&
i. )indalco $luminum
ii. Grasim Fiscose( &taple
9ibre( "ement(
&ponage( Iron(
!e*tile( *ports.
iii. Indian +ayon 1randed $pparel( Fiscose
9ilament 8arn( !e*tile(
Insulators( "arbon 1lack.
iv. Indo Gulf 9ertilizers( "opper( -recious
%etals.
v. 1irla Global 9inances 9inancial &ervices.
vi. )GI Industries "asting( Gases.
vii. ssel %ining Iron & %anganese 6re %ining
9erro $lloys( )3- Woven
sacks.
viii. &hir 3igvijay "ement "ompany 5imited "ement.
i*. 1irla !echnologies Information technology.
*. -&I 3ata &ystems Information technology.
HI)'ALCO
)indalco is $sia's largest integrated primary producer of aluminum( and among
the most cost,efficient producers globally. In India( it enjoys a leadership position for
aluminum and downstream products.
)indalco the pioneer in Indian $luminum Industry( was incorporated as a limited
company on 1H 3ecember 1CAJ and in 1C@B it become a public limited company with
one sheet mill at 1elur( )owarh. &ince then( Indal's history has been linked with that of
aluminum industry
MBA-09 13
)indalco is now a member of $ditya 1irla Group( which bought over ownership
from $5"$4 Group of "anada. !he $ditya 1irla Group holds of H@.?K e#uity in the
company. $s India's second largest business house with a group turnover of over +s. 2>>
1illion( the $ditya 1irla Group is a premier conglomerate of leading companies. $s a
member of $ditya 1irla Group( )indalco gains synergistic advantage through )indalco's
strong metal base.?
!he "ompany's integrated comple* at renukoot( houses an alumina refinery(
aluminum smelter & facilities for production of semi,fabricated products. -ower is
sourced from the "ompany's +enusagar power plant( located at distance of about @B km
from +enukoot.
!he captive power plant located at +enusagar( :ttarpradesh( has a current
generation of JB@mw having 1> power generating units.
!he integrated comple* at +enukoot also houses a co,generation plant of AH.B mw
capacity. $ new co,generation plant of @1 mw capacity has just been commissioned to the
enhanced capacities post the e*pansion.
$s a step towards building the market for value,added products & services(
)indlco has launched several brands in the recent years( namely( $ura alloy wheels(
9reshwarp aluminum foil( verlast aluminum roofing sheets( -erm shield aluminum
waterproofing membrane sheeting( & $5 planet( n e*hibition showcasing aluminum
products( e*trusions( foils( alloy wheels & primary aluminum ingots( billets( wire rods &
aluminum slabs.
1esides being a dominant player in the Indian aluminum market( )indalco's
products re well accepted in the international markets. Its aluminum metals is accepted
for delivery under the )igh Grade $luminum "ontract on the 5%. $ll of )indalco's
units are I&6 C>>1 & 1@>>1 certified( while several have also tainted the 6)&$& 1J>>1,
the occupational health & safety certification. !he "ompany has been accorded the &tar
!rading )ouse status in India.
MBA-09 14
In/a" *n#ts
!he Indal units compares two smelters( one located at )irakud( 6rissa( with a
captive power plant &coal mines( & the other at $lupuram( 2erala( two sheet plants at
1elur( West 1engal( & !loga( %aharashtra( & an e*trusions units at $lupuram. !hee
"ompany's two 3&I+ recognized +&3 centers are located at 1elgaum & !aloga.
-roject activities are on to increases the smelter capacity t )irakud to 1>>(>>>
tones( with a doubling of captive power generation( as well as an additional 1>> mw
power plant.
I)FORMATIO) RE,AR'I), MER,ER 2ET5EE) I)'AL A)' HI)'ALCO
$s per the scheme of arrangement between )indalco industries limited
.)I43$5"60 &Indian aluminum company( limited .I43$50( all the business of Indian
aluminum company( limited( e*cept the aluminum foil division at 2ollur( $ndhar -radesh
stands transferred to )indalco Industries limited. !he merger has been made effective
from H %arch 2>>B whereby the plants( mines( offices of Indal .barring 2ollur foil
plant0( take on the identity of )indalco & will henceforth be known as 7)indalco
Industries limited<.

stablished in the 1CJA as Indian's 9oremost aluminum producer( Indian
aluminum company( .Indal0( is a member of the $adtiya 1irla Group a global
conglomerate & is a partner to India's leading aluminum producer( )I43$5"6( which
holds over C?K e#uity in the company.
MBA-09 15
HIRA*' SMELTER
9ifteen 2% from &ambalpur( on the 4orth,West bank of %ahanadi river( near the
)irakud 3am( spread over 2>H acres of land stands I43$5's )irakud &melter and its
"aptive -ower -lant. 6n the year 1C@J( %r. +.3.-amer( e*,%.3 of I43$5 mooted the
idea to establish a &melter at )irakud with hydro,electricity facilities nearby along with
availability of 1au*ite in 5ohardaga %ines & $lumina .%uri0 at neighboring 1ihar &tate.
&ubse#uently( the &melter was established on the re#uest of Government of 6rissa to
utilise the abundant and surplus power generated by )irakud 3am( started operating with
an initial installed capacity of 1>(>>> %! per annum. !he technology adopted at )irakud
&melter is )orizontal &tud &oderberg .)&&0 type In order to provide space for the
9actory & housing facilities 1H> acres of land was ac#uired from Govt. & construction
work started. $fter the installation of machinery appro*imately little more than 2 years(
from Eanuary 1
st
1CBC the production started. In 9eb 12
th
1CBC(the factory was
inaugurated officially by *, "hief %inister of 6rissa %r. ).2.%ahatab . $round ?> nos.
of employees were sent to $lupuram to get on ,the ,job training & e*posure.
In the year 1C?1( the capacity was enhanced to the annual capacity of 2@(>>>
tones of primary $luminum in the form of +olling Ingot and 1,2>2 Ingot and 12(>>>
tones of "arbon products. $ major part of this "arbon product is sold to the 9erro,alloys
manufacturing companies. 1ut due to inability of the &tate Government to supply the
cheap power it had assured( the plant had suffered truncated operation since 1CHJ.$s a
succor( commissioning of "-- was mooted & ground breaking ceremony of -ower -lant
started in the month of Eune 1CC>.6n 11 Euly 1CCA()irakud -ower was first synchronized
MBA-09 1"
with the 6rissa &tate Grid. 3uring %arch 1CC@ full capacity generation power from
power plant started. "aptive thermal power plant of ?H.Bmw capacity was commissioned.
$s a se#uel to it re,energisation of refurbished pots completed. 3uring Eanuary 2B
th
1CCB
capacity increased from 2@ 2!-$ to A> 2!-$ by adding @@ pots and subse#uently to
?B 2!-$ which is the present capacity. I&6 C>>2 certificate was accredited by 1FLI on
2A.C.CB. 6n 2A
rd
&eptember 1C?? ground breaking ceremony of "aster -roject started &
on 11.12.1CCH first cast coil produced from "aster. &melter was certified for nvironment
%anagement &ystem on 2H.12.2>>>.$lso to add another feather in the cap ( 6)&$&,
1J>>1 "ertification was recommended for &melter by 1FLI on 2?.>H.2>>1.
MA)A,EME)T A)' 2*SI)ESS OR,A)ISATIO)
I43$5'& organization is structured with autonomous business
divisions each responsible for its own production technology development
and market ing( drawing upon central ized service functions as corporate
finance( human resources development( corporate planning( engineering
proj ects and materi al management legal and investors services( infocom &
corporate affairs.
I)'AL6S 7*ALIT+
$t Indal #ualit y is pursued through B pillars of total #ualit y management.
1. "ustomer orientation.
2. "ontinuos improvement.
A. %anagement by facts.
@. -rocess focus & improvement.
B. Involvement of every one .mployees( "ustomers & suppliers0.
I)'AL6S PRO'*CT A)' MARET
" wire rods( alloy rods( alloy ingots( "arbon electrode paste & cathode
carbon blocks
A5AR'S A)' RECO,)ITIO)S
i. 4ational energy conservation award to )irakud &melter.
ii. 9I""I $nnual award presented to )indalco for corporate initiatives in rural
development.
MBA-09 1#
iii. "$-;I5'& special e*port awrd( won for the third year in succession( for e*port
of processed minerls.
iv. Greenteeh environment e*cellence aand safety awards won by belgum.
v. "II .er0 Luality award & "II,;I% 1ank certified presented to )irakud -ower
-lant( for Improvement &commitment to !L%.
vi. 9I%I Gem Grnite environment $ward presented to 3urgmanwadi mines.
vii. 4I-% second prize for best )+ practiees presented to !aloja &heet -lant.
viii. "+!I9I"$!I64& 6)&$& 1J>>1 certification awarded !6 )indalco locations
at 1elur( %uri( 1elgaum( !aloja( $alupuram *trusions( 3urgmanwadi &
"handgad mines & I&6 1@>>1 %& to 2alwa.
HIRA*' SMELTER
i. 4ational safety award for longest accident free period( for the years 2>>1 & 2>>2
presented by the directorate general factory advice & labour institutes( ministry of
labour( %umbai.
ii. 4ational energy conservation e*cellence award 2>>A for e*cellence in energy
conservation in the aluminum sector( presented by the bureau of energy efficiency(
ministry of power.
iii. -rashansa patra for the years 2>>1 & 2>>2( presented by the national safety
council( %umbai.
iv. &tate safety award for the lowest weighted fre#uency rate of accident for 2>>1(
presented by the honorable %inister of 5abour &employment( Government of
6rissa.
HIRA*' PO5ER PLA)T
)irakud power plant is one of the part of )irakud smelter. )irakud smelter
receives the power supply from its own captive power plant situated at )irakud. !he unit
previously was of the capacity of ?2 mw but now from Eune 2>>B the capacity is
increased to 1?2 mw.
MBA-09 1$
MA)*FACT*RI), PROCESS
)all )eroult electrol yti call y reduces process of electrol ysis alumina
to aluminum. !he electrol yti c cell consists of a cathode and anode. !he
cathode is made up of carbon having no volatil e substanceD anodes consist
of calci mi ned petroleum coke .HBK0 and coal tar pitch .2BK0 in paste
form. !his paste is termed as carbon paste .&oderberg paste having
volatil e materials0. !he electrol yt ic bath contains all the raw mat erials
like alumina( $l9
A
( "a9
2
( and 4a
A
$lf
?
.
$luminum metal is deposited at the cathode is molten state. %olten aluminum is
withdrawn periodically and transferred into holding furnaces from where it is cast in to
pigs( rolling ingots and con cast coil as re#uired. !hese are the major basic products of
)irakud smelter. $verage life of a electrolytic cell is 1B>> days. $fter the failure of the
cell the cathode carbon is removed. !his carbon is termed as spent pot lining.
'IFFERE)T SECTIO) OF HIRA*' SMELTER
Sa&ety
&afety means free from danger( damage( injury( & giving protection involving no
risk process. $ccident is an unplanned( une*pected event( which causes interference to
the work( may or may not result in injury( damage to property or environment. %ain
causes of accidents are ,,,,,,,,,
:nsafe actionsMJ>K
:nsafe conditionM1JK
4atural calamitiesM2K
Good house keeping avoids accidents( improve productivity & ensure good
health. !he main causes for electrical accidents are e*posed wires( bare conductors( open
switches( hanging wires( no earthing( inade#uate knowledge & unsafe work methods.
5arge no of injuries are caused from hand tools. !he main causes for theses accidents are
of unsuitable & damaged tools
MBA-09 19
Hu0an Res$ur(e
$ll mater related to employee right from recruitment to retirement is taken care
by )+. -roblem & difficulties of labour union are handled by )+. )+ works for welfare
& satisfaction of employees.
Re(ru#t0ent #s t.$ types888888
Interna" re(ru#t0ent
!ransfer from one department to another
-romotion
E3terna" re(ru#t0ent
"ampus Interview
!hrough $dvertisement
mployment *change
mployee +elatives
,enera" St$re
+esponsible for all stores functions involving receipt( physical storage &issue of
material. +esponsible for scrutinizing purchase re#uisitions for stores materials( for
getting inspected & approved by used department as & when re#uired. "o,ordinate with
purchase section on the follow up of stock out items. +esponsible for disposal of scarp
material as & when re#uired.
Tra&&#(
!raffic comes under material department. It controls traffic of same material &
finished product. %ajor raw material is alumina( H>K >f which comes by train & A>K by
road. 9inished products lie rolling ingots( slabs goes by road to 1elur & !aloja. !raveling
of raw & finished products by road is controlled by this department & any hurdle comes
in between transport taken care by traffic department.
P$t R$$0 (Operat#$n)
$luminum is e*tracted by )all, )eralt process using )orizontal &tud &odesberg
.)&&0 technology. It consists of @?J pots divided into Alines. 5ine1 contains 21?pots(
line2 contains 11?pots( while lineA contains 1A?pots.$ll the pots are connected in series.
+aw materials used in the pot are aluminum cryonic( carbon paste. "arbon paste consist
of H>K petroleum coke & A>& pitch as binder. "urrent used in B>k temp.ma*MBCk temp0
MBA-09 20
with voltage of @ / @.Bvolts per day e*traction is @>>kg=pot.-rocess in each pot is
monitored by electronic pot controller .-"0 which sends information to the control
room from which all process in pot are controlled. "urrent efficiency of this process is
JCK.$ctivities carried out in pot room operation are
"ell operation ."rust breaking0
nd breaking
!apping
$lumina feeding .charging0
P$t8R$$0 (Ser%#(e)
%ain function of -+& is to provide service to the pot room. "athode lining has
been outsourced which is done in 2shifts. )ence all other services regarding pots is done
by -+&. !he various activities carried out by -+& are,,,,,,,,
o +od raising
o &tud pulling
&tuds are pulled with the help of stud puller machine for its
maintenance.
o &tud planting
o +ag rising & channel pulling
$s the anode get consumed( channels come down &are removed
from bottom.
o "hannel mounting
It is done with the help of cranes
o "hannel straightening
3epressed channels are straightened with the help of channel
straightner.
o 3ask charging
o &upper structure cleaning
o 3oor maintenance
Car1$n P"ant
MBA-09 21
"arbon paste is one of the most important ingredient for aluminum production.
9or 1kg of aluminum >.Bkg of carbon paste is re#uired. )ence to supply such huge
#uantity of carbon paste( integrated carbon plant is setup( which supply carbon paste to
the pot room. "arbon paste is filled in pot to work as anode. It consists of H>K petroleum
coke & A>K pitch which acts as a binder. -etroleum coke is passed through crusher
which is then feed through feeder to screen( where different size coke is separated &
stored in different storage bin. -itch coming to plant is either solid or li#uid. If solid( it is
melted. 3ifferent size of coke .as per re#uirement0 is fed through conveyor to mi*er(
where pitch is also added. "arbon paste from mi*es is taken sent to the pot room
Cast H$use
$utonomous work culture has been adopted in cast house where same department
does operation & maintenance. It consists of new casting plant( caster &old casting plant.
6ld & new casting plant produces rolling ingots & 2>kg pigs while in caster continuous
strip in the from of rolled bundle is produced. Input for cast house comes from pot room
in the form of li#uid aluminum. "ast house consists of 2 stationary & B tilting furnaces.
$lloying is done in the furnaces itself as per costumes specification. %olten aluminum
from furnace enters degasser to remove hydrogen. %olten aluminum passes through filter
to remove o*ides( inclusions. !hen this hot metal is converted into rolling ingots in
casting plant & sheet in caster.

Resear(h an/ 'e%e"$p0ent . r9/ 0
+&3 comes under production department. It works as a assisting department to other
production department like caster( casting plant( pot room( 9!- etc. !esting & #uality
control is done by +&3 for incoming raw material & outgoing finished product. &ample
of aluminum is taken from pot & sent to +&3 for testing #uality of hot metal. &ample
from furnace in the caster & casting plant is sent to spectrometer laboratory to determine
the alloy composition of hot metal & the result is sent to the cast house. &o that necessary
addition of alloying element can be done. Inclusions center in slabs( rolling ingots is
determine by the +&3 laboratory & its K is specified. nvironmental laboratory take
care of 1J>,1@>>1 certificate by continuously the #uality of efficient gases.
Fu0e Treat0ent Pr$(ess (FTP)
MBA-09 22
%ain function of 9!- is to remove hazardous particle like fluoride( carbon( etc from
efficient gases there by minimizing the air pollution. 9resh alumina & effluent gas from
pot enter into the bag filter where fluoride particles are trapped & absorbed by fresh
alumina which in turn gets converted into fluorinated alumina.
$dvantages of 9!- are(
9luoride particles are recessed in the pot thereby decreasing total fluoride
consumption.
In )&& technology( the carbon particles element in the effluent gas in very
high. !hese particles get trapped in the bags thereby decreasing its life.
5$r"/ C"ass Manu&a(tur#ng(5CM)
!op class management plays a major role in the development making future strategy &
their implementation. It is mainly responsible for the growth of company. !op
management should have a definite vision( mission & strategy. !hey should be able to
implement the action and achieve the result. very employee is linked with a process
chain. very department is a customer & supplier. mployee should be motivated &
encouraged for their work. !eam work is always better than individual work. "ustomer
only pays for the finished product & not the waste product. &o the waste output should be
minimum.
E"e(tr#(a" Ma#ntenan(e
-ower less than @1B volts is handled by electrical maintenance department.
&ervice department for electrical maintenance are
-ot room
"arbon plant
"asting
!his department handles any problem releated to electrical maintenance. %ajor
e#uipment for maintenance is overhead cranes( aluminum charges( etc. !here are ?
au*iliary substations .$&&0.
$.&.&. 1 6ld pot room.
$.&.&. 2 "asting plant( -ump house( "aster.
$.&.&. A 4ew pot line.
$.&.&. @ :nder construction.
MBA-09 23
$.&.&. B&? "aster( +ectifier &tation( "ooling tower.
Instru0entat#$n
$s the automation increases( instrumentation also increases & becomes more
sophisticated. Instrumentation re#uires at all stages. 9ollowing are some e*ample where
instrumentation plays a vital role.
Re(t#&#er:
"onvert $" to 3".
Iods are used now days whereas transitive were used in old plants.
It controls the e#uipment.
P$t R$$0:
+esistance of the bath is to be controlled which is done by
electronic pot controller.
Car1$n P"ant:
-5" monitors mi*ing( basic feeder which is feeds at
controlled roste.
FTP:
-rogrammer logic control .-5"0 is used. It manipulates the input
& gives desire output. $ll logic can be programmed. Without
changing connections one system can be made idle & other in
working condition for short interval.
Me(han#(a" 0anta#n(e
%achanical maintenance is divided into three sub groups.
%echanical %aintenance.
Work &hop.
"ivil %aintenance.
%echanical %aintenanceN,
!he maintenance of casting plant( "arbon plant & pot room is done by
mechanical maintenance. !he maintenance of lifting machines such as 6! crane( )6!
crane( EI1 crane( hain pully blocks( are also done by this department.
Work &hopN,
ach pot is divided into 2 parts on the maintenance basic.
MBA-09 24
"ell.
&uper structure.
!he maintenance of these parts is done by workshop. !he average life each cells is 2>>>
days.
C#%#" Ma#ntenan(e:8
%aintenance activities regarding civil is done by civil maintenance department.
%aintenance of colony apartments( sanitary works( new constructions work is handled by
this department. )orticulture is also maintained by civil maintenance department.
S+STEM
$ny transaction supported by cost alternately reflects the financial module in the
company. 9inancial module is developed by 6racle 1>.H &3atabase H.A. $nd it is
upgraded by 6racle 11i &3atabase Ci.verything about raw material .e.g. coal( alumina0
are processed through I9&I .Integrated 9actory Information &ystem0 which is 6racle
based containing the purchase order receipts( receive & the raw material details.%%&
.%aintenance %odule &ystem0 is a total monitoring system containing information about
history & detailed maintenance report of e#uipments.
ACCO*)TS
$ccounts are the custodian of the company's assets. )ere money is not misused.
$ccounts play a role in
"entral purchasing.
%onitoring of the cost.
Giving early signals for deviations.
3etermining arresting & curving risk tones.
"ontrolled measure is taken to avoid to misappropriation of funds.
$ccounts deals with purchasing( costing( budgeting( bill purchasing & salary processing.
MBA-09 25
4O2 SATISFACTIO)
!he term 7job satisfaction< was brought to limelight by )oppock. )e reviewed
A2 studies on job satisfaction conducted prior to 1CAA. $ccording to him( job satisfaction
is 7the combination of psychological( physiological & environmental circumstances that
causes a person to truthfully say 7I am satisfied with my job<. !his definition points to
the factors affecting job satisfaction but does not indicate the nature of job satisfaction.
CO)CEPT OF 4O2 SATISFACTIO)
Eob satisfaction is the end felling of a person after performing a task. !o the
e*tent that a person's job fulfills his dominant needs & is consistent with his e*pections
& values( the job will be satisfying. !he feeling would be positive or negative depending
upon whether need is satisfied or not.
Eob satisfaction is different from motivation &moral. %otivation refers to the willings to
work. &atisfaction( on other hand( implies a positive emotional state. %oral implies a
general attitude towards work & work environment. It is a group phenomenon whereas
job satisfaction is an individual feeling. It considered a dimension of moral & moral
could also be a source of satisfaction. It is an employee's general attitude towards his job.
AREA OF 4O2 SATISFACTIO)
!here are four areas including both on the job & off the job factors. ach area
includes 2> items some of which are given below.
4$1
Manage0ent
S$(#a" Re"at#$ns
Pers$na" A/just0ent
4O2
4ature of work( working hours( fellow workers( overtime regulations( physical
environment( machines & tolls( interest in work( opportunities for promotion and
advancement( etc.
MA)A,EME)T
MBA-09 2"
+eward & punishment( praise & blame( leave policy( favouritism( participation(
supervisory treatment.
SOCIAL RELATIO)
4eighbors( friends & associates( caste barriers( participate in social activities
towards people in community( etc.
PERSO)AL A'4*STME)T
)ealth( home & leaving conditions( finances( relations with family members(
emotionalism( etc.
'ETERMI)A)TS OF 4O2 SATISFACTIO)
!he various factors influencing job satisfaction may be classified into two categories.
En%#r$n0enta" &a(t$r; an/
Pers$na" &a(t$rs!
En%#r$n0enta" &a(t$rs
!hese factors relate to the work environment' main among which are as follows
Eob contentN )erzberg suggested that job content in terms of achievement( recognition(
advancement( responsibility and the work itself tend to provide satisfaction but their
absence does not causes dissatisfaction. Where the job is less repetitive and there is
variation in job content( job satisfaction tends to be higher.
O((upat#$na" "e%e"
!he higher the level of the job in organizational hierarchy the greater the
satisfaction of the individual. !his is because positions at higher levels are generally
better paid( more challenging & provided greater freedom of operation. It carry greater
prestige( self control & need satisfaction.
Pay 9 pr$0$t#$n
$ll other things being e#ual( higher pay & better opportunities for promotion
lead to higher job satisfaction.
5$r- gr$up
%an is a social animal & like to be associated with others' interaction in the
work group help to satisfy social & psychological needs &( therefore( isolated workers
tend to be dissatisfied. Eob satisfaction is generally high when an individual is accepted
by his peers & he has a high need of affiliation.
Super%#s#$n
MBA-09 2#
"onsiderate supervision tends to improve job satisfaction of workers. $
considerate supervisor takes personal interest in his subordinates and allows them to
participate in the decision making process. however authoritarian people may be more
satisfied under the supervision of high status and strongly directive leaders. mployee
satisfaction from supervisory behavior depends upon the influence e*ercise on his own
superior.
Pers$na" Chara(ter#st#(s
personal life e*ercises a significant influence on job satisfaction. !he main
elements of personal life are given below
Age
Se3
E/u(at#$na" Le%e"
Mart#a" Status
Age
&ome research studies reveal a positive correlation between age & job
satisfaction. Workers in the advances age group tend to be more satisfied probably
because they have adjusted with their job condition. )owever( there is a sharp decline
after a point perhaps because an individual aspires for better and more prestigious jobs in
the later years of his life.
Se3
6ne study revealed those women are less satisfied than men due to fewer job
opportunities for females. 1ut female workers may be more satisfied due to their lower
occupational aspirations.
E/u(at#$na" Le%e"
Generally more educated employees tend to be less satisfied with their jobs
probably due to their higher job aspirations. )owever( research does not yield conclusive
relationship between these two variables.
Mar#ta" Status
!he general impression is that married employees & employees having more
dependents tend to be more dissatisfied due to their greater responsibilities. 1ut such
employees may be more satisfied because they value their jobs more than unmarried
workers.
E3per#en(e
MBA-09 2$
Eob satisfaction tends to increases with increasing years of e*periences. 1ut it
may decreases after twenty years of e*perience particularly among people who have not
realized their job e*pectations.
STATICALL+ SI,)IFICA)T FACTORS I)FL*E)CI), 4O2 SATISFACTIO)
-revious research identified si* factors that influenced job satisfaction. When
these si* factors were high( job satisfaction was high. When the si* factors were low.
4$1 sat#s&a(t#$n #s #n&"uen(e/ 1y:
Opp$rtun#ty
Stress
Lea/ersh#p
5$r- Stan/ar/s
Fa#r Re.ar/s
A/e<uate Auth$r#ty
Opp$rtun#ty:
mployees are more satisfied when they have challenging opportunities at
work. !his includes chances to participate in interesting projects( jobs with a satisfying
degree of challenge and opportunities for increased responsibility.
I0p$rtant: this is not simply 7promotional opportunity<. $s organizations have become
flatter( promotions can be rare. -eople have from challenge through projects( team
leadership( special assignments as well as promotions.
A(t#$ns:
-romote from within when possible.
+eward promising employees with roles on interesting projects.
3ivide jobs into levels of increasing leadership and responsibility.
It may be possible to create job titles that demonstrate increasing levels of
e*pertise( which are not limited by availability of positions. !hey simply demonstrate
achievement.
Stress
MBA-09 29
When negative stress is continuously high( job satisfaction is low. Eobs are more
stressful if they interfere with employees' personal lives or are a continuing source of
worry or concern.
A(t#$ns:
-romote a balance of work and personal lives. %ake sure that senior managers
model this behavior!
3istribute work evenly .fairly0 within work teams.
+eview work procedures to remove unnecessary 7red tape< or bureaucracy.
%anage the number of interruptions employees have to endure while trying to do their
jobs.
&ome organization utilize e*ercise or 7fun< breaks at work.
Lea/ersh#p
mployees are more satisfied when their managers are good leaders. !his
includes motivating employees to do a good job( striving for e*cellence or just taking
actions.
A(t#$ns
%ake sure your managers are well trained. 5eadership combines attitudes and
behavior. It can be learned.
-eople respond to managers that they can trust and who inspire them to achieve
meaningful goals.
5$r- Stan/ar/s
mployees are more satisfied when their entire work group takes pride in the
#uality of its work.
A(t#$ns
ncourage communication between employees and customers. Luality gains
importance when employees see its impact on customers.
3evelop meaningful measures of #uality. "elebrate achievements of #uality.
Trap:
1e cautious of slick( 7packaged< campaigns that are perceived as superficial and
patronizing.
MBA-09 30
Fa#r Re.ar/s
mployees are more satisfied when they feel they are rewarded fairly for the
work they do. "onsider employee responsibilities( the effort they have put forth( the work
they have done well and the demands of their jobs.
A(t#$ns
%ake sure rewards are for genuine contributions to the organization.
1e consistent in your reward policies.
If your wages are competitive( make sure employees know this.
+ewards can include a variety of benefits and perks other than money.
$s an added benefit( employees who are rewarded fairly( e*perience less stress.
A/e<uate Auth$r#ty
mployees are more satisfied when they have ade#uate freedom and authority
to do their jobs.
A(t#$ns:
When reasonableN
5et employees make decisions.
$llow employees to have input on decisions that will affect them.
stablish work goals but let employees determine how they will achieve those goals.
5ater reviews may identify innovative 7best practices.<
$sk( 7If there were just one or two decisions that you could make( which ones would
make the biggest difference in your jobO<
Manag#ng j$1 Sat#s&a(t#$n
Increasing job satisfaction is important for its humanitarian value and for its
financial benefit .due to its effect on employee behavior0.
E0p"$yees .#th h#gher j$1 sat#s&a(t#$n:
1elieve that the organization will be satisfying in the long run.
"are about the #uality of their work
$re more committed to the organization
)ave higher retention rates( and
$re more productive.
THEORIES OF 4O2 SATISFACTIO)
The 0a#n the$ret#(a" appr$a(hes t$ the j$1 sat#s&a(t#$n are as &$""$.s!
)ee/ &u"&#""0ent the$ry
MBA-09 31
E<u#ty the$ry
T.$ &a(t$r the$ry
'#s(repan(y the$ry
E<u#ty /#s(repan(y the$ry
)EE' F*LFILLME)T THEOR+
$ccording to this theory a person is satisfied when he gets from his job what he
wants. !he more he wants something or the more important is to him( the more satisfied
he is when he received it. In other words( 7 job satisfaction will vary directly with the
e*tend to which those needs of an individual which can be satisfied are actually
satisfied.< Frooms views satisfaction in terms of the positive values out comes that a job
provides to a person. !hus job satisfaction is positively related to the degree to which
ones needs are fulfill.
!he fulfillment theory suffers from a drawback. What may satisfy one individual
may not satisfy other due to difference in their e*pectation. !he strength of an individual
desires or his level of inspiration is an important determinant of job satisfaction.
E7*IT+ THEOR+
:nder this theory it is believed that a person's job satisfaction depends upon his
perceived e#uity as determined by his input output balance of other. very individual
compares his rewards with those a reference group. If he feels his reward are e#uitable in
comparison with others doing similar work he feels satisfied. Eob satisfaction is thus a
function of the degree to which job characteristics meet the desires of the reference
group.
#uity theory takes into account not only the needs of the individuals but also the
opinion of the reference group to which the individual look for guidance.
MBA-09 32
-erceived outcome
of comparison
others
-erceived inputs
of comparison
others
2
-erceived personal
outcomes that should be
received

$P1
&atisfaction
$ Q 1
3issatisfaction
$ R 1
Guilt
discomfort
-erceived personal
inputs
-erceived out comes
actually received
T5O FACTOR THEOR+
9rederick )erzberg and his colleagues developed two factor theory. $ccording
to this theory satisfaction and dissatisfaction are interdependent of each other and e*ist
on a separate continuum. 6ne set of factors known as hygiene factors S"ompany policy
andD administration( supervision( pay( working conditions and interpersonal relationsT
act as dissatisfies. !heir absence causes dissatisfaction but their presence does not result
in positive satisfaction. !he other set of factors known as satisfiers Sachievement(
advancement( recognition( work itself and responsibility0 lead to satisfaction.
&everal studies designed to test the two factor theory provide little supUort to this
theory. !he same factor may serve as a satisfier for one but a dissatisfy for another. It
appears from this theory that a person can be satisfied & dissatisfied at the same time.
'ISCREPE)C+ THEOR+
$ccording to this theory job satisfaction depends upon what a person actually
receives from his job and what he e*pects to receive. When the rewards actually
receives are less than e*pected rewards it causes dissatisfaction. In other words of
5ocke( 7 job satisfaction & dissatisfaction are function of perceived relationship
between what one wants from ones job and what one perceived it is actually offering.
In other words satisfaction is the difference between what one actually received & what
he feels he should received.
!his theory fails to reveal whether over satisfaction is or is not a dimension of
dissatisfaction & if so how does it differ from dissatisfaction arising out of situation
when received out come one less than the out comes one feels he should receive.

MBA-09 33
$ M 1
-erceived
&atisfaction
$ R 1
-erceived
3issatisfaction
$ Q 1
-erceived
6ver
&atisfaction
1
-erceived outcomes received
$
6utcomes one feels he should
received

E7*IT+ 'ISCRE PE)C+ THEOR+
!his theory is a combination of e#uity & discrepancy theory. 5awler has
adopted the differ approach of discrepancy theory rather than the ratio approach of
e#uity theory. 9rom e#uity theory the concept of comparison has been selected to serve
as an intervening variable. :nder this theory satisfaction is define as the difference
between the outcomes that one perceives he actually received & outcomes that one
feels that what he actually received is e#ual to what he perceived he should receive
there is satisfaction. !hus( an individual reception of his reward is influenced by more
then just the objective amount of the factor. 1ecause of this psychological influence the
same amount of reward often can seen #uite differently by two people( to one it can be
a large amount( while two another person it can be a small amount.
S(enar#$ $& an $rgan#=at#$n .#th h#gh"y sat#s&#e/ e0p"$yees: 8
mployee satisfaction drives customer satisfaction( indirectly creating profit for
an organization. +esearch on the service,profit chain shows that satisfied employees are
far better than unsatisfied ones at delivering e*cellent customer service and hence
enhancing customer satisfaction with the organization's products and services.
MBA-09 34

mployee satisfaction is also a prere#uisite for staff retention. 6rganizations with higher
staff retention rates are naturally better at retaining knowledge( which can lead to better
performance and profit for the business.
Improved employee satisfaction reduces the cost of staff turnover( builds brand loyalty
with staff and positions the company as an employer of choice that attracts talented
people to the organization.
S$ur(es $& ($n&us#$n
4egative is stronger than positive. 3issatisfaction seems to be more
motivating than satisfaction. In a similar way( people often react more immediately and
visibly to pain than to a pleasant stimulus.
3iminishing returns. 9re#uently( there is not a simple relationship between
satisfaction and its conse#uents. 9or e*ampleN the greater the dissatisfaction( the greater
the motivation to #uit. 6nce people are basically satisfied( they are no longer motivated
to #uit. )ow will their behavior be different if they are wildly satisfied with their jobsO
!hey will still not be motivated to #uit. !hus( once employees are satisfied with their
jobs( being wildly satisfied may not produce significantly different behavior. !his effect
can cause managers to under,estimate just how motivating job satisfaction really is.
RESEARCH METHODOLOGY
!he present study is e*ploratory and descriptive in nature and e*plores various
personal social and other factors and their relationship with job satisfaction.
POP*LATIO) 'EFI)ATIO) :
!he study is conducted on various departmental employees of an industrial
organization )indalco Industries &melter -lant )irakud comple*( engaged in the
production of $luminum. It is a private sector organization employing about thousand
employees.
SAMPLE SI>E:
!he total number of B>> employees at different department( which is B>K of total
strength of employees in the organization( was taken for the study.
MBA-09 35
SAMPLI), PLA))I),:
!he procedure of sampling was stratified random sampling. 9rom all the
department randomly employees are selected and their responses were collected.
TOOLS FOR 'ATA COLLECTIO)
In order to study the level of job satisfaction of the employees of &melter plant
)irakud "omple* #uestionnaire method was used.
7uest#$nna#re as-e/ $n the &e. areas su(h as: 8
4$1
Pers$na" a/just0ent
Manage0ent
Interpers$na" re"at#$ns
9or ach condition they have to rate with in a scale ranges from one to ten.
'ATA A)AL+SIS 9 I)TERPRETATIO)
!he data collected through the #uestionnaire method is rated in a scale of 1,1>.
the #uestionnaire consists of 22 #uestion related to job satisfaction. !he responded are
told to rate the 22 #uestions in a scale of 1,1>.
9or the interpretation
?8?@ s(a"e has 1een (ateg$r#es #nt$ A gr$ups
?8B:8 t$ta""y /#ssat#s&#e/; C8D:8 /#ssat#s&#e/ A8E:8 s$0e .hat sat#s&#e/
F8G:8 sat#s&#e/; H8?@:8 0$st sat#s&#e/!
In the report K value for each group has been calculated for all conditions.
'ISTRI2*TIO) OF ,RA'E I) 'EFFERE)T CATE,OR+
We have divided the total sample size into four groups. !he groups are
MBA-09 3"
Workman .1,1B Grade0
&upervisory %anagement .2B,2H Grade0
%iddle management .2J,A> Grade0
!op %anagement .A1, @B Grade0
2IR'S VIE5 TO OVER ALL SATISFACTIO) LEVEL OF EMPLO+EES OF
ALL ,RA'ES!
MSI STI S5SI 'SI T'SI
1 I am happy and proud to be working for this "ompany AA.2 AJ.@ 22.J B.@ 1.J
2 I am satisfied with the physical work environment available 1H.2 A?.>> A>.@ 1>.J B.@
A I am satisfied with the social work environment available 1C.? AA.J A1.2 C ?
@ !he policies and rules of the "o. are employee friendly 2A A>.? 2J.? 11.@ ?.2
B %y efforts and initiatives are justly rewarded 1A.J A2 2J 1H.@ J.?
? %y opinion is duly considered while taking decisions 1H.? AA 2@.@ 1B.? C.2
H mployees are respected in my workplace A1 A> 2A.J C.@ B.@
J !he "ompany offers sufficient scope for me to learn & grow 2> 2J.J 22 1? 12.J
C I have sufficient independence in my area of work A>.@ 2H.@ 21.? 1@.2 ?.2
1> I find my work interesting and fulfilling A>.? AA.2 2> 11.? @.@
11 %y co,workers and boss are helpful and supportive 2?.? A2.? 2A.? 1>.? ?.2
12 I am provided ample scope and encouraged to try out new ideas 1J.@ 2C 2@.@ 1H.J 1>.2
1A !he "ompany provides ade#uate facilities for my family 1A.J 22.@ 21.@ 1C.? 22.?
1@ I am kept informed about the happenings in my department 2?.? 2@ 2A.J 1H.? H.J
1B %y work is generally boring and monotonous A?.J A1.@ 1B.@ 11.? @.@
1? !he "ompany looks after my physical & mental well being 1@.? 2?.J 2H.? 1C.J 11
1H mployees are provided e#ual opportunities in the workplace. 1J.J 2H.? 2A.J 1C 1>.?
1J %y salary & benefits are comparable to others in similar industry. 1> 22.@ 2>.@ 2A.J 2A
1C I would recommend this company as a preferred employer 21.? 2C.? 1C.? 1J.2 1>.?
2> !he "ompany's leaders provide proper direction for growth. 22 2C.2 2A.@ 1@.J 1>.@
21 %y "apabilities are being used up to the fullest e*tent. A> 2C.J 21.J 1A B
22 %ost of my positive contributions are appreciated by the co. 2@.J A@.2 2B.? H.J ?.2
%& M most satisfied( &! M &atisfied( &W& M somewhat satisfied( 3& M 3issatisfied( !3&
M totally dissatisfied.
2IR'S VIE5 OF SATISFACTIO) LEVEL OF ,RA'E (?8?A)
MBA-09 3#
MSI STI S5SI 'SI T'SI
1 I am happy and proud to be working for this "ompany A2.A?J@ AJ.1BHJ 21.J@21 ?.A1BH 1.1ABH
2 I am satisfied with the physical work environment available 1H.J@HH A2.>A A2.BB 12.>H B.B11
A I am satisfied with the social work environment available 21.BHJC 2C.HA?J A1.J@21 1> ?.J@21
@ !he policies and rules of the "o. are employee friendly 2>.H@ 2H.A A2.2J 12.AA H.?2
B %y efforts and initiatives are justly rewarded 11.BB 2J.JH 2C.CA 1C.@2 1>.2A
? %y opinion is duly considered while taking decisions 1@.H> A2.B@ 2@.@1 1H.JB 1>.H?
H mployees are respected in my workplace A2.B@ 2B.1C 2@.@> 11.J2 ?.>A
J !he "ompany offers sufficient scope for me to learn & grow 1J.11 2B.@B 22.A> 1C.@A 1@.H>
C I have sufficient independence in my area of work 2H.>A 2B.H2 2A.?2 1?.BA H.>J?
1> I find my work interesting and fulfilling A>.H1 A2.>2 1C.CB 12.?> @.HA
11 %y co,workers and boss are helpful and supportive 22.C> A2.A? 2?.A1 11.JB ?.BH
12 I am provided ample scope and encouraged to try out new ideas 1?.>1 2A.JJ 2?.HH 2>.CC 12.AABC
1A !he "ompany provides ade#uate facilities for my family 12.>H 1H.A2 22.BH 2>.HA 2H.2C
1@ I am kept informed about the happenings in my department 2@.?H 2>.HA 2B.H2 2>.@H J.AC
1B %y work is generally boring and monotonous AB A2.A?J 1B 12.JC@ @.HA?
1? !he "ompany looks after my physical & mental well being 1A.C1> 2B.@BC 2J.>JA 21.HJ@ 1>.H?1
1H mployees are provided e#ual opportunities in the workplace. 1C.C@ 22.JA 2@.?H 21.2B 11.2J
1J %y salary & benefits are comparable to others in similar industry. 1>.2? 1J.1B 1C.HA 2B.2? 2?.BH
1C I would recommend this company as a preferred employer 2A.>C 2A.JJ 1C.@2 22.>@ 11.B@
2> !he "ompany's leaders provide proper direction for growth. 2>.2> 2@.CA 2?.B> 1?.2H 12.CH
21 %y "apabilities are being used up to the fullest e*tent. A2.>2 2H.2@ 21.B2 1@.1H ?.>A
22 %ost of my positive contributions are appreciated by the co. 2@.?? A@.@J 2B.H2 J.22 ?.JC
2IR'S VIE5 OF SATISFACTIO) LEVEL OF ,RA'E (BA8BF)
MSI STI S5SI 'SI T'SI
1 I am happy and proud to be working for this "ompany @A.AC A>.1J 2>.HB A.HH 1.JJ
2 I am satisfied with the physical work environment available 2?.@1 AC.?2 1J.J? 11.A2 A.HH
A I am satisfied with the social work environment available 1J.J? AC.?2 A2.>H B.?? A.HH
@ !he policies and rules of the "o. are employee friendly AC.?2 AB.J@ C.@A 11.A2 A.HH
B %y efforts and initiatives are justly rewarded 2?.@1 AB.J@ 1B.>C 1J.J? A.HH
? %y opinion is duly considered while taking decisions A>.1J 2J.A> 22.?@ C.@A C.@A
MBA-09 3$
H mployees are respected in my workplace 2B @2.A> 2B.C2 > B.H?
J !he "ompany offers sufficient scope for me to learn & grow A>.1J AB.J@ 2>.HB 1.JJ 11.A2
C I have sufficient independence in my area of work @A.AC 2J.A> 1?.CJ B.?? B.??
1> I find my work interesting and fulfilling A2.>H A2.>H 1J.J? 11.A2 B.??
11 %y co,workers and boss are helpful and supportive AC.?2 22.A> 1A.2> C.@A C.@A
12 I am provided ample scope and encouraged to try out new ideas A>.1J AB.J@ 1B.>C 1B.>C A.HH
1A !he "ompany provides ade#uate facilities for my family 2?.@1 AH.HA 1B.>C C.@A 11.A2
1@ I am kept informed about the happenings in my department AC.?2 22.?@ 2>.HB B.?? 11.A2
1B %y work is generally boring and monotonous B>.C@ 2?.@1 1J.J? A.HH >
1? !he "ompany looks after my physical & mental well being 2>.HB 2J.A> 1?.CJ 1J.J? 1B.>C
1H mployees are provided e#ual opportunities in the workplace. 2>.HB AC.?2 1A.2> 1B.>C 11.A2
1J %y salary & benefits are comparable to others in similar industry. 1A.2> 2?.@1 22.?@ 1J.J? 1J.J?
1C I would recommend this company as a preferred employer 2>.HB @B.2J 1?.CJ C.@A H.B@
2> !he "ompany's leaders provide proper direction for growth. AH.HA AH.HA C.@A 11.A2 A.HH
21 %y "apabilities are being used up to the fullest e*tent. A2.>H AA.C? 1?.CJ 1B.>C 1.JJ
22 %ost of my positive contributions are appreciated by the co. A2.>J A2.>H 1?.CC 1A.2> B.??
2IR'S VIE5 OF SATISFACTIO) LEVEL OF ,RA'E (BG8C@)

MSI STI S5SI 'SI T'SI
1 I am happy and proud to be working for this "ompany A>.H? BH.?C 11.BA > >
2 I am satisfied with the physical work environment available H.H> BH.?C 11.BA > A.J@
A I am satisfied with the social work environment available H.?C ?B.AJ 2?.C2 > >
@ !he policies and rules of the "o. are employee friendly 2?.C2 BH.?C 1B.AJ > >
B %y efforts and initiatives are justly rewarded A.JB BH.H A@.?1 A.JB >
? %y opinion is duly considered while taking decisions 1C.2A @?.1B A>.H? A.JB >
H mployees are respected in my workplace 1C.2@ BH.?C 2A.>H > >
J !he "ompany offers sufficient scope for me to learn & grow 2J @J 1? J >
C I have sufficient independence in my area of work A@.?1 AJ.@? 1B.AJ 11.BA >
1> I find my work interesting and fulfilling 2?.C2 B> 2A.>H > >
11 %y co,workers and boss are helpful and supportive BH.?C 2B.>H 1C.2A > >
12 I am provided ample scope and encouraged to try out new ideas 2A.>H BH.?C 1C.2A > >
1A !he "ompany provides ade#uate facilities for my family H.?C @?.1B 2?.C2 1C.2A >
1@ I am kept informed about the happenings in my department 2A.>H BH.?C 1B.AJ A.J@ >
1B %y work is generally boring and monotonous A>.H? 2?.C2 1C.2A 1C.2A A.J@
1? !he "ompany looks after my physical & mental well being 11.BA 2?.C2 B> H.?C A.J@
MBA-09 39
1H mployees are provided e#ual opportunities in the workplace. 11.BA @?.1B A@.?1 > H.?H
1J %y salary & benefits are comparable to others in similar industry. H.?C ?1.BA 11.BA 1B.AJ A.J@
1C I would recommend this company as a preferred employer 12 ?@ 1? @ @
2> !he "ompany's leaders provide proper direction for growth. 11.BA ?B.AJ 2A.>H > >
21 %y "apabilities are being used up to the fullest e*tent. 1B.AJ BH.?C 2?.C2 > >
22 %ost of my positive contributions are appreciated by the co. 11.BA @?.1B AJ.@? > A.J@
2IR'S VIE5 OF SATISFACTIO) LEVEL OF ,RA'E (C?8DA)
MSI STI S5SI 'SI T'SI
1 I am happy and proud to be working for this "ompany 2B.H1 @2.JB 2> 2.JB J.BH
2 I am satisfied with the physical work environment available 2.JB ?2.JB 2> B.H1 J.BH
A I am satisfied with the social work environment available J.BH @B.H1 2J.BH 11.@2 B.H1
@ !he policies and rules of the "o. are employee friendly 1H.1@ @2.JB 2J.BJ 11.@2 >
B %y efforts and initiatives are justly rewarded 22.JB @2.J? 22.JB B.H1 B.H1
? %y opinion is duly considered while taking decisions 22.J? @> 2B.H1 11.@2 >
H mployees are respected in my workplace A1.@2 @B.H1 1@.2J B.H1 2.JB
J !he "ompany offers sufficient scope for me to learn & grow 2> @2.JB 22.JB J.BJ B.H1
C I have sufficient independence in my area of work @2.JB AH.1@ 11.@2 B.H1 2.JB
1> I find my work interesting and fulfilling 22.H1 AH.1A 22.JB 11.@2 2.JB
11 %y co,workers and boss are helpful and supportive 2B.H1 @B.H1 1H.1@ J.BH 2.JB
12 I am provided ample scope and encouraged to try out new ideas 22.JB @J.BH 2> 2.JB B.H1
1A !he "ompany provides ade#uate facilities for my family 1@.2B @> 1H.1@ 2> J.BH
1@ I am kept informed about the happenings in my department 2J.BH AH.1@ 1H.1@ 1@.2J 2.JB
1B %y work is generally boring and monotonous @2.JB A1.@2 1@.2J B.H1 B.H1
1? !he "ompany looks after my physical & mental well being 1@.2J @> 2B.H1 J.BH 11.@2
1H mployees are provided e#ual opportunities in the workplace. J.BH @B.H1 22.JB 1H.1@ B.H1
1J %y salary & benefits are comparable to others in similar industry. B.H2 A1.@2 A1.@2 22.JB J.BH
1C I would recommend this company as a preferred employer 1@.2J @2.JB A1.@2 > 11.@2
2> !he "ompany's leaders provide proper direction for growth. 22.JB AH.1@ 1@.2J 1@.J 11.@A
21 %y "apabilities are being used up to the fullest e*tent. 1H.?@ AJ.2A A2.AB J.J2 2.C@
22 %ost of my positive contributions are appreciated by the co. A>.A> A>.A> AA.AH A.>A A.>A
MBA-09 40
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MBA-09 41
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MBA-09 42
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MBA-09 43
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MBA-09 44
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MBA-09 45
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MBA-09 49
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MBA-09 50
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MBA-09 51
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MBA-09 52
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MBA-09 53
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MBA-09 54
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MBA-09 55
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MBA-09 59
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S*MMAR+
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I have already seen that though most of the employees are highly satisfied still
there is e*istence of significant number of dissatisfied employees( whose contribution
can't be ignored.
4ow let us discuss the response to the four factors those are job related factor(
management related factor( social relation and personal adjustment factor which cover all
these 22 #uestions( which is in the #uestioner.
4O2 RELATE' FACTOR
It can be seen from the above data that the level of satisfaction of job related
factor of most employees are sky high but still there is e*istence of significant number of
dissatisfied and totally dissatisfied employees. %ostly the workmen are less satisfied with
there job related factor which contributed to the job satisfaction.
MA)A,EME)T RELATE' FACTORS
If we will see the overall satisfaction level of management factor it is clear that
percentage of satisfied and most satisfied employees are more then dissatisfied and totally
dissatisfied. 1ut still there is a significant number of dissatisfied and totally dissatisfied
employees e*ists. Which can be a havoc for the organization.
SOCIAL RELATIO) RELATE' FACTOR
!he level of satisfaction related to social relation is very high. %ost of the
employees are satisfied then most satisfied. &ignificant presence of averagely satisfied
employee and also e*istence of dissatisfied and totally dissatisfied are significant.
FACTOR RELATE' TO PERSO)AL A'4*STME)T
!he level of satisfaction related to personal adjustment is also very high. -eople
are very easily adjusting to the culture of the company. 1ut still there is e*istence of
dissatisfied employees( which is the major concern for the organization.
ROOM FOR IMPROVEME)T
MBA-09 $2
4eed of improvement in working conditions work environment.
4eed of improvement in rewards and reorganization.
%anagement policies( relationship of boss with sub,ordinates should be friendly.
Improvement in the communication between employees management.
1est time to review the salary and wage of employees.
4eed of ade#uate policies for the carrier development of the employees.
mployee's health is company's wealth so the health problem of employees
should be taken care of properly and more attention is re#uired.
S*,,ESTIO) FOR IMPOVEME)T I) LEVEL OF SATISFACTIO) TO
SMELTER PLA)T HIRA*' COMPLEJ
MBA-09 $3
3evelop your physical working conditions by providing good #uality of safety
tools( maintain ade#uate temperature.
+est room should be provided with sitting facilities and though worker are
working in too much heat cooler should be provided in each rest room.
3esign management training to teach your supervisors how to effectively manage
their staff.
)+ department should act as a link between the different departments and helps
in the improvement in the communication process inside the organization.
mployee's health is company's wealth so to maintain the health of the
employee's followings steps should be taken.
1. $llocate appropriate budget for health care plan.
2. 3octor should be available for 2@ hours.
A. 9or the burn injury treatment facility should be available.
@. 5ow fat balanced meals( fruits should be provided in the canteen to keep
employee in the state of healthy mind and body.
B. !here should be well / e#uipped gym for the employee. &uch a facility not
only keeps a person fit but also serves as a de,stressing factor
4eed of review of salary and other benefits greatly needed for lower level
workers.
%ake ade#uate policies for the advancement of career of employees.
)+ department should take step to enhance the interpersonal relationship between
employees. &o for this purpose conduct social programmes and festival.
%ake ade#uate policy to ensure that #ualification and skills match the right job(
so that capabilities will be used up to the fullest e*tent.
&o these are the some suggestion to maintain and improve the satisfaction level of
employee as well as to maintain a healthy and productive work force.
CO)STRAI)TS OF THE ST*'+
MBA-09 $4
Giving numerical values to your feelings is a difficult job( emerged as constraints
in it self.
!here are so many components( which is related to the job satisfaction. It is not
possible to cover all those components in my study.
!ime constraints. !he time was very less to cover all the aspects of job
satisfaction.
!here are chances of irrational rating by the employees.
2I2LIO,RAPH+
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MBA-09 $5
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