PROJECT ON EMPLOYEES SATISFACTION AND QUALITY OF LIFE OF TATA STEEL , JODA EAST

PREFACE
The human resource of an organization constitutes its entire workforce. Human re
source management(HRM) is responsible for selecting and inducting competent peop
le, training them, facilitating and motivating them to perform at high levels of
efficiency, and providing mechanisms to ensure that they maintain their affilia
tion with the organization.

The objective of this project is to find out how much the employees are satisfie
d and what is their quality of life. How the Tata steel company(TSL) applies the
human resource functions in the organization and out the organization. In this
project I make the survey on the employees of various departments of Tata steel,
joda east.
The project report is divided in various sections like introduction of the compa
ny ,topic introduction ,survey report and conclusion.
Siddharth Das
ACKNOWLEDGEMENT
I would like to express my sincere thanks to my gurus ,who guides me in all step
s of life and motivates me in my journey of life to be successful .I would like
to thank my parents ,without

whom we would not have been what we are today .I would like to thank NIILM Schoo
l of Business for giving me permission to do my summer internship project at Tat
a steel ,which is a very big organization. I would like to thank all those offic
ers of Tata steel, joda east who help me in making of the project report and las
t but not the least I would like to thank the Head HR/IR Mr.M.Z.M Ansari ,who al
lowed me to do summer internship project under his concideration.
Siddharth Das
CONTENTS

Introduction to Human Resource Introduction to Industrial Relation Introduction

to Tata steel company Company overview Human ResourceManagement in TSL Introduct
ion to Employee Satisfaction Introduction to Quality of Life
Maslow’s motivation theory
Questionnaire Project report Suggestion Conclusion

INTRODUCTION TO HUMAN RESOURCE

Human resources are on major factors of production. It is human asset, which con
vert the various resources in to the production resources. It has immense potent
ialities and it only human resources, which appreciate with time whereas all oth
er resources undergo the process of depreciation. Success of an organization mai
nly depends on the quality of manpower and its performance. In early days human
resource was not taken as an important factor of production. Human begin was sim
ple treated as log in the movement increasing emphasis has been given to the wor
ker as a whole man. The need of vast manpower and their importance was realized
by some of the progressive entrepreneurs. The emergence of Trade Union and their
gradual collective power forced some entrepreneurs to give some district featur
e of human side by production. The first among the entrepreneurs who had contrib
uted in the development of human side of production was Robert Owen, and English
Humanist. He took a genuine interest in the welfare of the workers. But this ma
gnetite was not supported by a major chunk of entrepreneurs. A number of social
scientist advocated their valuable theories towards the beginning of the 20th ce
ntury. Abraham Maslow gave his “Hierarchy of needs” theory. Mc Clelland’s Afflat
ion- Achievement theory is well accepted too. Christ Argyris theory of “four sys
tem of Management” is also a

milestone in the development production process.

of
human
factor
in
the
But the most important in this field was that of Elton Mayo’s Human Relation App
roach. The great “Hawthorne Study “by Elton Mayo’s and colleagues, revealed that
the effectiveness of any organization depends upon the quality of the relations
hip among the personnel and social needs of employees are very important and tha
t concentration by management exclusively on productivity, material and environm
ental issue will to be a self-defecting aim. Hence the management must give more
emphasis on the human side and their proper utilization. This then remains the
cardinal objective of the human relations function to discover newer ways of und
erstanding man and to motive him to higher standard of workmanship. Many new exp
eriments such as study of his state university of Michigan etc have developed th
e branch of Management beyond margin. Today an organization having a good invent
ory of human resources and a dynamic personnel department is prospective one. So
the technique and functions of personnel management have now come closely integ
rated with the overall organization strategies n search of excellence.
OBJECTIVES OF HRM.
The following are main objectives of the study To require the overall idea about
the organization. • Helping the skills and abilities of the workers efficiency.
• Providing the organization with well trained and wellmotivated employees.
•

• Increasing to the fullest the employees’ job satisfaction and self actualizati
on. • Developing and maintaining a quality of work life that makes employment in
the organization desirable. • Communicating of HRM policies to all employees. •
Helping to maintain ethical policies and socially responsible behavior. • Manag
ing change to mutual advantage of individuals groups, the enterprise and public.
• To verify how far as the personnel practices methods are effective in meeting
the objective lay down by the enterprises. • To study how the interacting agent
i.e. managers, supervisors and workers are identifying themselves with the prog
ram objectives. • To examine whether the managers, supervisors and workers are s
atisfied with the present system of personnel practices in the organization.
PURPOSE OF STUDY:
As there is saying, practice makes a man perfect and the knowledge. This does no
t deal with the practical application, is said to be unscientific and unsystemat
ic. More over the branch of management, which deals with the most critical and i
mportant factor of production, requires not only theoretic background but also s
ome practical experience to have some knowledge on day-to-day problem solving.
INTRODUCTION OF INDUSTRIAL RELATION:
“Industrial Relations” poses one of the most delicate and complex problems to mo
dern industrial society. With growing prosperity and rising wages, workers have
achieved a higher standard of living .They have acquired, education, sophisticat
ion and greater, mobility career patterns have changed., for larger section of t
he people have been hanged., for higher section of people have been constrained
to leave their firms to become wage earners and salary earners in urban areas un
der trying conditions of work. Ignorant and drenched in poverty, vast masses of
men, women and children have migrated to few urban ares.The organization in whic
h they are employed have ceased to be individually owned and have

become corporate enterprises. At the same time however, progressive status domin
ated secondly group-oriented aspirant and sophisticated class of workers has com
e in being, who have own trade unions and who have thus gained a bargaining powe
r which enables them to give a taught fight to their employers to establish thei
r rights in growing industrial society. As a result the Government has stepped i
n and plays an important role in establishing harmonious industrial relations, p
artly because it has itself become employer of millions of industrial worker but
mainly because it has enacted a vast body of legislation to ensure that the rig
hts of industrial workers in private enterprise are suitable safe guarded. Besid
es rapid changes have taken place in techniques and method of production. Long e
stablished jobs have disappeared and new employment opportunities have been crea
ted which call for different patterns of experience and technical education. Lab
our employer relations have therefore become more complex than they were in past
, and have been a sharp edge because of widespread labour unrest. It is obvious
from these facts that industrial relations don’t function in vacuum but are mult
idimensional in nature; they are conditioned by two sets of determinants industr
ial factors and economic factors. Under institutional factors Dr.V.B.Singh inclu
des such matters as state policy, labour legislation, labourers and employers or
ganizations and social institution, attitudes to work, systems of the power and
status motivation and influence, the system of Industrial Relations etc.
Under economic factors are included economic organizations, capital structure, i
ncluding technology, the

nature and composition of the labour force and the sources of supply and demand
in the labour market.
OBJECTIVES OF INDUSTRIAL RELATION:
The primary objectives of bringing about good and healthy relations between empl
oyers and employees, industrial relation are designed: • To safeguard the intere
sts of labour and management by securing the highest level of mutual understandi
ng and goodwill among those sections in the industry which participate in the pr
ocess of production. • To avoid industrial conflict or strike and develop harmon
ious relations, which are essential factor in the productivity of workers and th
e industrial progress of a country. • To raise productivity to a higher level in
an area of full employment by lessening the tendency to high turn over and freq
uent absenteeism. • To establish the growth of an industrial Democracy based on
labour partnership in the sharing of profits and of managerial decision. • To el
iminate, as far as possible and practicable, strikes,lockouts and gheraos by pro
viding reasonable wages, improved living and working conditions. • To establish
Government control of plants and units as are running at a loss or in which prod
uction has to be regulated in the public interest. In other words, the objective
s of industrial relations are to facilitate production, to safeguard the rights
and interests of both labour and management by enlisting the co-
operation of both to achieve a sound, harmonious and mutually beneficial relatio
nship between employer and employees.
PURPOSE OF THE STUDY:
Gathering information and theoretical knowledge is a part of study. It become co
mplete when added with practical knowledge as the noted truth comes to sight. He
nce one becomes more efficient and effective when a flavor of practical out look
is added to the bosky mind. As the study has got wide relevance is formulating
valid information about the organization, it helps in getting a critical look in
to the personnel practices of the organization. Organizational behavior employe
r employee relationship and the working environment of the organization in relat
ion to theoretical knowledge. It gives a previous idea about the job and working
environment to the future decision- making how to perform by assigned job succe
ssfully and tact fully.
OBJECTIVES OF THE STUDY:
This study program has got the following objectives: • • To gain an overall idea
about the organization. To get practical knowledge in the areas of personnel ma
nagement and Industrial relations. • To study the composition of employer and em
ployee relation existing in the organization.

•
To know the facilities provided to the employees as well as the public by the or
ganization. • To study the statutory and non-statutory welfare practices adopted
by organization. • The study of the HRD practices training and development perf
ormance appraisal schemes adopted by the organization. • To study organizational
culture and style.
INTRODUCTION TO TATA STEEL
Tata steel begins its journey from the small own jamshedpur in Jharkhand .Where
every child grows up to a dream and to a reality both leading to one organizatio
n .An organization which defined the lives of the people of this small township
.One power ,one force –The dream of one man which shapes the realities of millio
ns world over today .Tata steel is one of the oldest and most successful organiz
ation and celebrates the true spirit of steel with Tata steel limited.
Backed by 100 glorious years of experience in steel making ,Tata Steel is the wo
rld’s 6th largest steel company with an existing annual crude steel production c
apacity of 30 Million Tones Per Annum (MTPA). Established in 1907, it is the fir
st integrated steel plant in Asia and is now the world`s second most geographica
lly diversified steel producer and a Fortune 500 Company.

The reasons for picking TSL for my internship project are simple.
It is Asia’s first and India’s largest steel company in the private sector. It i
s India’s 2nd most profitable company in private sector. It is one of the most a
dmired companies in terms HR practices and sustainable growth and corporate soci
al responsibility.
And the most important reason is that the company completes its 100th year in 20
07.
Tata Steel has a balanced global presence in over 50 developed European and fast
growing Asian markets, with manufacturing units in 26 countries. It was the vis
ion of the founder; Jamsetji Nusserwanji Tata., that on 27th February, 1908, the
first stake was driven into the soil of Sakchi. His vision helped Tata Steel ov
ercome several periods of adversity and strive to improve against all odds. Tata
Steel`s Jamshedpur (India) Works has a crude steel production capacity of 6.8 M
TPA which is slated to increase to 10 MTPA by 2010. The Company also has propose
d three Greenfield steel projects in the states of

Jharkhand, Orissa and Chhattisgarh in India with additional capacity of 23 MTPA

and a Greenfield project in Vietnam. Through investments in Corus, Millennium St
eel (renamed Tata Steel Thailand) and NatSteel Holdings, Singapore, Tata Steel h
as created a manufacturing and marketing network in Europe, South East Asia and
the pacific-rim countries. Corus, which manufactured over 20 MTPA of steel in 20
08, has operations in the UK, the Netherlands, Germany, France, Norway and Belgi
um. Tata Steel Thailand is the largest producer of long steel products in Thaila
nd, with a manufacturing capacity of 1.7 MTPA. Tata Steel has proposed a 0.5 MTP
A mini blast furnace project in Thailand. NatSteel Holdings produces about 2 MTP
A of steel products across its regional operations in seven countries. Tata Stee
l, through its joint venture with Tata BlueScope Steel Limited, has also entered
the steel building and construction applications market.
The iron ore mines and collieries in India give the Company a distinct advantage
in raw material sourcing. Tata Steel is also striving towards raw materials sec
urity through joint ventures in Thailand, Australia, Mozambique, Ivory Coast (We
st Africa) and Oman. Tata Steel has signed an agreement with Steel Authority of
India Limited to establish a 50:50 joint venture company for coal mining in Indi
a. Also, Tata Steel has bought 19.9% stake in New Millennium Capital Corporation
, Canada for iron ore mining. Exploration of opportunities in titanium dioxide b
usiness in Tamil Nadu, Ferro- chrome plant in South Africa and setting up of a d
eepsea port in coastal Orissa are integral to the Growth and Globalization objec
tive of Tata Steel. Tata Steel’s vision is to be the global steel industry bench
mark for Value Creation and Corporate Citizenship.

Tata Steel India is the first integrated steel company in the world, outside Jap
an, to be awarded the Deming Application Prize 2008 for excellence in Total Qual
ity Management. The company has its own visions ,values and own policies and tho
se are the followings.
VISIONS
We aspire to be the global steel industry benchmark for Value Creation and Corpo
rate Citizenship. We make the difference through:
•
Our people, by fostering team work, nurturing talent, enhancing leadership capab
ility and acting with pace, pride and passion.
•
Our offer, by becoming the supplier of choice, delivering premium products and s
ervices, and creating value with our customers. Our innovative approach, by deve
loping leading edge solutions in technology, processes and products. Our conduct
, by providing a safe working place, respecting the environment, caring for our
communities and demonstrating high ethical standards.
• •
VALUES
Trusteeship.
Integrity Respect for the individual Credibility Excellence
Some policies
QUALITY POLICY
Consistent with the group purpose, Tata Steel shall constantly strive to improve
the quality of life of the communities it serves through excellence in all face
ts of its activities. We are committed to create value for all our stakeholders
by continually improving our systems and process through innovation, involving a
ll our employees. This policy shall form the basis of establishing and reviewing
the Quality Objectives and shall be communicated across the organization. This
policy will be reviewed to align with business direction and to comply with all
the requirements of the Quality Management Standard. Date
HUMAN RESOURCE POLICY
Tata Steel recognizes that its people are the primary source of its competitiven
ess. It is committed to equal employment opportunities for attracting the best a
vailable talent and ensuring a cosmopolitan workforce.

It will pursue management practices designed to enrich the quality of life of it

s employees, develop their potential and maximize their productivity. It will ai
m at ensuring transparency, fairness and equity in all its dealing with its empl
oyees. Tata Steel will strive continuously to foster a climate of openness, mutu
al trust and teamwork.
SAFETY & OCCUPATIONAL HEATH (S & OH) POLICY
Tata Steel’s safety and occupational health responsibilities and driven by our c
ommitment to ensure zero harm to people we work with and society at large and in
tegral to the way we do business. 1. Our fundamentals belief is that all injurie
s can be prevented. This responsibility starts with each one of us. We will iden
tify, assess and manage our S&O Hazard/risks. We will regularly monitor, review
the progress and report. We will ensure WILL and SKILL buildup among employees/
contractor partners to demonstrate their involvement, responsibility and account
ability to achieve sound S & OH performance. 2. We are committed to continual im
provement in our S & OH performance. We will set objectives – targets, develop,
implement and maintain management standards and systems, and go beyond complianc
e of the relevant industry standards, legal and other

requirements. 3. We will truly succeed when we achieve our Safety and Occupation
al Health goals and are valued by the communities in which we work.
SAFETY PRINCIPLE
Safety is line management responsibility. All injuries can be prevented. Felt co
ncern and care for the employee on “24 hours safety” shall be demonstrated by le
aders. Employees shall be trained to work safely. Working safely shall be condit
ion of employment. Every job shall be assessed for the risk involved and shall b
e carried out as per authorized procedures/ checklist/ necessary work permit and
using necessary personal protective equipment.
ENVIRONMENTAL POLICY
1. Tata Steel environmental responsibility are driven by our commitment to prese
rvation the environment and are integral to the way we do business. We are commi
tted to the efficient use of natural resources and energy; reducing and preventi
ng pollution; promoting waste avoidance and recycling measures and product stewa
rdship. We will identify, assess and mange our environmental impact..

We will regularly monitor review and report publicity our environmental performa
nce. We shall develop & rehabilitates abandoned sites through a forestation and
landscaping and shall protect & preserve the biodiversity in the areas of our op
erations. Well will enhance awareness, skill and competence of our employee and
contactors so as to enable them to demonstrate their involvement, responsibility
and accountability for sound environmental performance. 2.We are committed to c
ontinual improvement in our environmental performance. e will set objectives tar
gets, develop, implement and maintain management standards and system, and go be
yond compliance of the relevant industry standards legal and other requirements.
3.We will truly succeed when we sustain our environmental achievement and are v
alued by the communities in which we work.
CORPORATE SOCIAL RESPONSIBILITY POLICY
Tata Steel believes that the primary purpose of the business is to improve the q
uality of life of people. Tata Steel will volunteer its resources to the extent
it can reasonable afford, to sustain and improve healthy and prosperous environm
ent and to improve the quality of life of the people of the area in which it ope
rates.

Before we discuss at length about the company, we would lie to throw some light
on the Tata Group of companies in couple of years back.
The Tata Group 139 years old Group Revenue Total Sales Strong brand equity US $
30.0 Billion 3.2% of India’s GDP

International Income India’s largest employer in private sector.

38% of Group revenue Over 289,500 employees
TSL is one of the first ventures of Tata Group but it has many other successful
companies under its umbrella. Some of the notable Tata concerns are below.
Engineering’s Energy Consumer products Materials Chemicals Services
Communication And Information System
Tata Motors terms of revenues. Tata Tea India. Tata Power the private sector
Leading auto company in India in Largest integrated tea company in Largest power
generating supplier in in India.
Tata Chemicals synthetic soda Taj
One of the worlds largest producers of ash. Largest hotel chain in India.
TCS Asia’s leading software services provider and the first Indian software firm
to extend sales of US $ 1000 Million.

Tata Communication provider in

Leading
ILD
telecommunication India.
service
Tata Steel Overview
Established Jamshedpur. in
Ltd.
1907 by
An
in
Jamsetji Nusserwanji Tata
Formerly known as Tata Iron and Steel Company Limited (TISCO).30 million tones p
er annum of crude steel production capacity. With CORUS acquisition ,TSL is worl
ds 6th largest steel producer .Ranked ‘Best Steel Maker’ by World Steel Dynamics
in 2006,2005 and 2001.Ranked 315th on Fortune Global 500 (post the Corusacquisi
tion)2007.82,700 employees .Listen to BSE and NSE .Headquartered in Jamshedpur ,
Jharkhand and registered office in Mumbai.

Some major national steel producers or competitors are follows. ISPAT JSW ESSAR
BHUSHAN SAIL Some global competitors POSCO MITTAL ARCELOR
Comparison between Indian leading players. Players Year of TATA 1907 SAIL 1954 J
SW 2003(1984) ESSAR 1975
establishment Construction Rods bars Products Hot rolled Pipes and coils and coi
ls
Cold rolled sheets rolled shee Cold
Hot rolled sheets rolled sheet Hot and coils and coils Galvanized
shets and coils Cold rolled Cold rolled
sheets and coils sheets and coils
sheets and coils

Wires and tubes rolled sheets Hot Galvanized and coils

Iron ore pellets
sheets and coils
Production in million tones Percentage of Production(%)
(The numerical data’s might be wrong)
3.8 9
9.15 22
3.5 8
3.3 8
The respective market share of the major Indian players shown below.
SAIL = 22% TATA STEEL = 9% RINL = 7% ESSAR = 8% ISPAT = 6% JSWL = 8%

Tata steel products name Tata Shaktee GC sheet Tata Steelium Tata TISCON Tata pi
pes Tata AGRICO Tata Wiron Tata Bearings
Sales and Distribution
Approximately 91% of all saleable steel from TSL are to the Indian market .The c
ompany has a strong sales and distribution channel as shown below.
Direct supply chain 25 consignment s agencies 21 stockyards

Wide network of distributers and retailers 15 external processing agents

Comparison of Total Income and Total Expenditure. Tata Steel Income Expenditure
2003 = 9956.24 8958.96 2004 = 12238.63 10572.72 2005 = 16203.61 13019 2006 = 174
96.48 14095.01 2007 = 20344.09 16204.41 Tata Steel 2003 = 2004 = 2005 = 2006 = 2
007 =

2008 = 23184.26 18535.96

2008 =
Here we see that the sales of TSL has been increasing over the years which is a
good sign for the company.
Percentage growth of total income 2003 = 28.45750 2004 = 22.92422 2005 = 32.3972
5 2006 = 7.97890 2007 = 16.27533 2008 = 13.96066
Tata steel India becomes the first integrated steel company in the world, outsid
e Japan, to be awarded the Diming Applicationprize for excellence in Total Quali
ty Management for the year 2008.

Human Resource Management

Tata steel recognizes that its people are the primary source of its competitiven
ess and is committed to equal employment opportunities for attracting the best a
vailable talent and ensuring a cosmopolitan workforce.
TSL aims to pursue management practices designed to enrich the quality of life o
f its employees, develop their potentials and maximize their productivity. It al
so aims at ensuring transparency , fairness and equity in all its dealing with i
ts employees.
TSL has been in pioneer in its HR policy over the years with the basic underlyin
g principle of sharing and caring and a sense of belonging amongst all employees
who are considered to be a part of TSL family.
The company has been known as a leader in introducing various HR practices and s
etting benchmarks in the global as well as Indian industry .Some of these initia
tives include.

1920 Tata steel introduced initiatives like leave with pay 1952).And Workman’s A
ccident Compensation Scheme (enforced by law in 1924).
Tata steel introduced eight(8) hour working time in 1912, much before such a sys
tem was implemented by law even in most western countries. Free medical aid was
introduced in 1915 (enforced by law in 1948). Maternity benefits were introduced
by Tata steel in 1928 (implemented by law in 1946) Profit sharing bonus was gra
nted for the first time in India by Tata steel as early as in 1934 (enforced by
law in 1965). A scheme of retiring gratuity was introduced by Tata steel in 1937
(enforced by law in1972). Tejaswini, launched in 2003, is a woman empowerment p
rogram– the first of its kind – that trains woman to take up unconventional jobs
in the steel works.

Shabash A weekly scheme launched in 2002 – offers instant rewards and recognitio
n to employees for exemplary behavior. Some of these initiatives which were befo
re enforced are tabulated below. introduced way
Initiatives 8 hour working day.
TSL nt 1912
Governme Not known(but not implemented even in western countries at that time).
1948
Free Medical Aid. 1915 Leave With Pay. 1920 Workers Provident Fund Scheme.
1948
1920
1952

Workman’s Accident Compensation.

1920
1924
Maternity benefits.
1928
1946
Profit Sharing Bonus.
1934
1965
Retiring Gratuity.
1937
1972
Sub Department Human Resources Policy Recruitment :
Campus recruitment Tata steel management trainee program. One year development p
rogram. Employee survey
Leadership Development :

Formal programs ,coaching and on the job training. Leadership appreciation proce
ss and subsequently conduct ‘Development Centers’. IL2 , IL3
Training and Development :
e-learning facilities available on the companies internet which facilitated by c
omputer literacy training. Computer based training packages and multimedia train
ing materials. Safety training received special attention based on the DuPont gu
idelines identification of skill gaps ,there is a plan in place to introduce a t
echnical competency assessment system. Faculty support. Up skilling employees th
rough process based ,on the job training and diploma courses through premium eng
ineering institutes. Direct learning strengthening the leadership pipeline coupl
ed with emerging needs of growth projects across geographies.
Industrial Relations :
the welfare of the laboring class must be one of the first cares of the employer
. –(Sir Dorab Tata)

IL6 formed in 2008 Only one recognized Union – INTUC Affiliation of employees to
these unions has been on a constant decline over the years and stood at……………..i
n the year 2008. A market based benchmarking of compensation is undertaken. Incl
usive growth – sports days,social events ,contents for children , education oppo
rtunities ,celebrating festivals together.

Joda East Iron Mines, Processing Plant

Introduction to Employee Satisfaction
Employee satisfaction is a measure of how happy workers are with their job and w
orking environment. Keeping morale high among workers can be of tremendous benef
it to any company, as happy workers will be more likely to produce more, take fe
wer 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 t
o implement.

To measure employee satisfaction ,many companies will have mandatory surveys or

face-to-face meetings with employees to gain information. Both of these tactics
have pros and con and should be chosen carefully. Surveys are often anonymous, a
llowing workers more freedom to be honest without fear of repercussion. Intervie
ws with company management can feel intimidating, but if done correctly can let
the worker know that their voice has been heard and their concerns addressed by
those in charge. Surveys and meetings can truly get to the center of the data su
rrounding employee satisfaction, and can be great tools to identify specific pro
blems leading to lowered morale. Many experts believe that one of the best ways
to maintain employee satisfaction is to make workers feel like part of a family
or team. Holding office events, such as parties or group outings, can help build
close bonds among workers. Many companies also participate in team-building ret
reats that are designed to have found success. strengthen the working relationsh
ip of the employees in a non-work related setting. Camping trips, backpacking wa
rs and guide backpacking trips are versions of this type of team-building strate
gy, with which many employershave found success.
Of course, few workers will not experience a boost in morale after receiving mor
e money. Raises and bonuses can seriously affect employee satisfaction, and shou
ld be given when possible. Yet money cannot solve all morale issues, and if a co
mpany with widespread problems for workers cannot improve their overall environm
ent, a bonus may be quickly forgotten as the daily stress of an unpleasant job c
ontinues to mount.

If possible, provide amenities to your workers to improve morale. Make certain t

hey have a comfortable, clean break room with basic necessities such as running
water. Keep facilities such as bathrooms clean and stocked with supplies. While
an air of professionalism is necessary for most businesses, allowing workers to
keep family photos or small trinkets on their desk can make them feel more comfo
rtable and nested at their workstation. Basic considerations like these can impr
ove employee satisfaction, as workers will feel well cared for by their employer
s. The backbone of employee satisfaction is respect for workers and the job they
perform. In every interaction with management, employees should be treated with
courtesy and interest. An easy avenue for employees to discuss problems with up
per management should be maintained and carefully monitored. Even if management
cannot meet all the demands of employees, showing workers that they are being he
ard and putting honest dedication into compromising will often help to improve m
orale. Employee satisfaction surveys help employers measure and understand their
employees attitude, opinions, motivation, and satisfaction. Employee satisfact
ion is the terminology used to describe whether employees are happy and contente
d and fulfilling their desires and needs at work. Employee satisfaction is often
measured by anonymous surveys administered periodically that gauge employee sat
isfaction in areas such as management and teamwork.

Introduction to Quality of Life

What is "Quality of Life"? What does it denote? What parameters/attributes can b
e used to measure QOL? QOL is increasingly referred to in evaluating urban and r
ural areas, and in several other situations. Some definitions, models and more .
..
The best way of approaching quality of life measurement is to measure the extent
to which people s ‘happiness requirements’ are met – that is those requirements
which are a necessary (although not sufficient) condition of anyone s happiness
- those without which no member of the human race can be happy.
What is QOL? QOL may be defined as subjective well-being. Recognizing the subjec
tivity of QOL is a key to understanding this construct. QOL reflects the differe
nce, the gap, between the hopes and expectations of a person and their present e
xperience. Human adaptation is such that life expectations are usually adjusted
so as to lie within the realm of what the individual perceives to be possible. T
his enables people who have difficult life circumstances to maintain a reasonabl
e QOL.
Our definition of quality of life is: The degree to which a person enjoys the im
portant possibilities of his/her life. Possibilities result from the opportuniti
es and limitations each person has in his/her life and reflect the interaction o
f personal and environmental factors. Enjoyment has two components: the experien
ce of

satisfaction and characteristic.

the
possession
or
achievement
of
some
Quality of Life from the view point of TSL.
Improvement in QOL 1. Development of a model traditional rehabilitation colony i
n
consultation with villagers. 2. Rehabilitation colony will have facilities for e
ducation, health and hygiene, water, electrification, playground and community c
entre. 3. Tree plantation in the rehabilitation colony. 4. Facilitation of const
ruction of temporary shelter within the allowance. 5. Facilitation of constructi
on of the permanent house with the house building assistance.
Building a better Quality of life has always been the purpose of TSL enterprise.
Tata steel believes that the primary purpose of a business is to improve the qu
ality of life of people. Tata steel will volunteer its resources, to the extent
it can reasonably afford, to sustain and improve a healthy and prosperous

environment and to improve the quality of life of the people in the areas in whi
ch it operates.
Relation Between Employee Satisfaction and Motivation
Satisfaction leads to motivation .This statement could easily understand by the
following theory of Abraham Maslow.
Ma Maslow s Hierarchy of Needs
If motivation is driven by the existence of unsatisfied needs, then it is worthw
hile for a manager to understand which needs are the more important for individu
al employees. In this regard, Abraham Maslow developed a model in which basic, l
ow-level needs such as physiological requirements and safety must be satisfied b
efore higher-level needs such as self-fulfillment are pursued. In this hierarchi
cal model, when a need is mostly satisfied it no longer motivates and the next h
igher need takes its place. Maslow s hierarchy of needs is shown in the followin
g diagram:

Maslow s Hierarchy of Needs

SelfActualization Esteem Needs Social Needs
Safety Needs
Physiological Needs
Physiological Needs Physiological needs are those required to sustain life, such
as: • air • water • nourishment

• sleep
According to Maslow s theory, if such needs are not satisfied then one s motivat
ion will arise from the quest to satisfy them. Higher needs such as social needs
and esteem are not felt until one has met the needs basic to one s bodily funct
ioning. Safety Once physiological needs are met, one s attention turns to safety
and security in order to be free from the threat of physical and emotional harm
. Such needs might be fulfilled by: • Living in a safe area • Medical insurance
• Job security • Financial reserves According to Maslow s hierarchy, if a person
feels that he or she is in harm s way, higher needs will not receive much atten
tion. Social Needs Once a person has met the lower level physiological and safet
y needs, higher level needs become important, the first of which are social need
s. Social needs are those related to interaction with other people and may inclu
de: • Need for friends • Need for belonging • Need to give and receive love

Esteem Once a person feels a sense of "belonging", the need to feel important ar
ises. Esteem needs may be classified as internal or external. Internal esteem ne
eds are those related to selfesteem such as self respect and achievement. Extern
al esteem needs are those such as social status and recognition. Some esteem nee
ds are: • Self-respect • Achievement • Attention • Recognition • Reputation Masl
ow later refined his model to include a level between esteem needs and self-actu
alization: the need for knowledge and aesthetics. Self-Actualization Self-actual
ization is the summit of Maslow s hierarchy of needs. It is the quest of reachin
g one s full potential as a person. Unlike lower level needs, this need is never
fully satisfied; as one grows psychologically there are always new opportunitie
s to continue to grow. Self-actualized people tend to have needs such as: • Trut
h • Justice • Wisdom • Meaning

Self-actualized persons have frequent occurrences of peak experiences, which are

energized moments of profound happiness and harmony. According to
Maslow, only a small percentage of the population reaches the level of self-actu
alization. Implications for Management If Maslow s theory holds, there are some
important implications for management. There are opportunities to motivate emplo
yees through management style, job design, company events, and compensation pack
ages, some examples of which follow: • Physiological needs: Provide lunch breaks
, rest breaks, and wages that are sufficient to purchase the essentials of life.
• Safety Needs: Provide a safe working environment, retirement benefits, and jo
b security. Social Needs: Create a sense of community via teambased projects and
social events. • Esteem Needs: Recognize achievements to make employees feel ap
preciated and valued. Offer job titles that convey the importance of the positio
n. Self-Actualization: Provide employees a challenge and the opportunity to reac
h their full career potential. However, not all people are driven by the same ne
eds - at any time different people may be motivated by entirely different factor
s. It is important to understand the needs being pursued by each employee. To mo
tivate an employee, the manager must be able to recognize the needs level at whi
ch the

employee is operating, and use those needs as levers of motivation.

A Short Introduction To TSL, Joda
Nearly 50 years old, iron ore at Joda East Iron Mine is extracted by mechanized
open cast mining methods in a series of 9 meter high benches. Equipped with a We
t Processing Circuit and primary and secondary crushing, scrubbing, screening an
d classification facilities, the mine is capable of producing sized ore (-37.5mm
to +10mm) and classifier fines (-10mm). The Gomardih (State of Orissa) Dolomite
Quarry under the Joda operations is another important minerals resource. Dolomi
te from the region is extracted after drilling and blasting in a series of 4 met
er high benches. The mine has capability to crush and screen the extracted ore i
n to different product ranges such as Lumps (-75mm to +40mm), Flux (-40mm to +25
mm), Chips (-25mm to +10mm) and Fines (-10mm). Joda is covered by big iron mount
ains. Some of the other steel companies are also situated near to Joda. The avai
lability of raw material in a huge amount for steel and sponge iron companies, m
akes the environment full of dust.

has
Joda East Iron Mines(JEIM) the capacity of 5 million tone per month.
Questionnaire Report
Project
The project report is prepared by surveying on a good number of employees from v
arious departments of Tata steel ,Joda east. Those departments are as follows. D
epartments
1.
2. 3. 4. 5. 6. 7. 8. 9.
V.T.C ,Joda Electrical Department And Water Supply Geological Department Hospita
l JCO Administration Security Department Civil Department TSRDS (Tata Steel Rura
l Development Service) JEIM (Joda East Iron Mines)

10.Joda East Time Office 11.Joda East Processing Plant 12.Joda East Equipment 13
.Chief,Joda 14.Khondbond Iron Mine 15.JCO land and Lease 16.JCO Estate & GR 17.H
R/IR Department
Are you satisfied with the accommodation facility, provided by the company ? Thi
s is the first basic need of a human. Accommodation should be situated in a good
environment and should be in a good area where one can survive easily. There ar
e so many big concerns who does not provide accommodation facility to their empl
oyees, but TSL provides accommodation facility to their employees. TSL has its o
wn township. There employees has no problem for accommodation in TSL, Joda east.
This is the first theory of motivation. The employees of TSL, Joda are satisfie
d with the accommodation facility provided by the company.
Are you satisfied with the health care facility ?

. Health care is one of the important factor life. TSL has its own township, so
the company provides Hospital for the employees, with a good number of doctors f
or all diseases. There are 11 doctors and 14 nurses available at Joda East. The
employees are satisfied for a certain limit, they has a complain also and that i
s, the health care facility is only for small and normal diseases, if there is a
measure disease arise then there is no arrangements for that. They have to go f
or other Hospitals like District Headquarter Hospital, Keonjhar or to Tata Hospi
tal, Jamshedpur. Both those hospitals are nearest to Joda but those has a long d
istance.
Are you feeling secure about your job ? This is another factor of motivational t
heory. Feeling secure about the increases the morale of the employee.TSL employe
es are feeling secure about their jobs. The officers of TSL are experienced and
permanent.
Are you satisfied with the educational facilities available at Joda for your chi
ldren ? Education is a most vital part of life now a days. Every parents want to
send their children to a standard school rather than an ordinary school.All par
ents wants that their children should know all the aspects that how to cope with
the competitive world. TSL provides schooling facility for the children of the
employees, but employees of TSL, Joda are not satisfied with the schooling facil
ity available at Joda. The various educational institutions are,Govt.M.E School,
Tata

Primary School, Joda East UP,ME School, Girls High School, Joda High School, Hil
l Top Primary School, Saraswati Sishu Mandir, Women’s College, etc. The school a
t Joda is an ordinary one, and they want that the company should provide a stand
ard schooling facility.
Does the company provides you the standard safety appliances ? The first policy
of TSL is safety, and we could see the hoardingsof safety principle every where
at TSL, Joda. Joda is the mines division of TSL . The company’s management focus
ed its best in providing the safety appliances to the employees. The employees o
f Joda, TSL are very much satisfied with the safety appliances provided by the c
ompany.
Are you feeling safe at your work place with the safety standards maintained at
present ? The company provides safety appliances as well as maintains the safety
standards at the work place for all employees. In the company at every where we
could find safety instruction for employees as well as for out side people, and
employees always suggests outside people to follow the safety standards. TSL pr
ovides positional training, it means, on the job training Standard Operating Pro
cedure (SOP) for safety purposes. There is a Toxic Detected Machine, if the mach
ine gives a positive isolation, then employee should be implemented. Last but no
t the list, safety is a man made function.

Are you satisfied with your team members at your work place ? The team work exag
gerates the morale of the employees and they puts their best effort. The employe
es of TSL, Joda are very much satisfied with there team members, all the employe
es are co-operative with each other. All the employees at here shares there info
rmation relating their work, divides there work properly. They gives respect to
each other and they makes fun with each other also. All the employees are very m
uch co-operative with the outside people also.
Are you satisfied with the training and development programs which are provided
by the company ? Training and development program this is one of the factor whic
h every employee needs at the very first time in an organization and this is a c
ontinuous process. The employees of TSL are not fully not satisfied with this fa
ctor. There are 20% employees are satisfied and 80% are not. The unsatisfied emp
loyees says that, this is not a continuous process at TSL, Joda. Some of them co
mplains that the training and development programs which are provided by the com
pany are not enough for them.

Are you satisfied with the welfare facilities which are provided to you at the w
orking area ? (eg. Canteen, AC’S ,Etc.) The employees of Joda are satisfied with
the welfare facilities which are provided to them. Every rooms of the office ar
e AC(air condition) fitted, well furnished rooms with good lighting facility, th
e cost of the foods in the canteen are very low, such as, Lunch (veg)=Rs.3 Lunch
(non-veg,egg)=Rs.4 Breakfast or evening food items =0.40 paise(samosha,bara,pia
zi,etc) Tea=0.40 paise Etc.. There is no charges for accommodation, electricity
and water for employees. TSL, Joda employees are satisfied with the welfare faci
lities.
Are you satisfied with your salary package ? This is the question on which no on
e will give true answer. Because every person wants more and more money than he/
she gets and that’s why everyone mustn t satisfied with their salary packages. B
ut when I ask the employees of TSL about their salary package according to their
performance, and performance wise they are satisfied with the salary package. B
ut there are a few young employees are working there, who are not satisfied with
the salary package which they are getting.

When I ask about those unsatisfied employees to employees who spends their long
period of time in TSL said that, if they(unsatisfied employees) are not satisfie
d, then why do they working at here. They must work at there where they gets the
right salary according to there performance and should leave TSL.
Does the company co-operates and helps you at any emergency time ? TSL co-operat
es with there employees in an emergency time. All the employees are very much sa
tisfied with the emergency helping facility. The facilities are like, if one of
the employees family member or the employee itself suddenly suffers from a measu
re disease, company helps them by providing sufficient money.
Do you get recognition for your individual/group performance ? Near about 85% TS
L employees of the survey gets recognition for their individual/group performanc
e. The rest employees don’t get any recognition because they are new. This is an
other motivational factor which motivates the employees to give their best again
and again towards the company.

Are you associated with any social activity ?If yes then, what is that ? There a
re a less number of employees who are associated with any social activity, near
about 30% of employees are associated. Some are associated with temple committee
, and organizes festivals. Some are associated with the community centre and org
anizes occasional festivals (new year parties),etc.
Are you maintaining your family comfortably with the salary you have ? All the e
mployees of survey said yes on this question, because company fulfills all the n
eeds of employees, starting from well facilitate accommodation, provides grocery
items through store with less price than market, medicines from company’s hospi
tal, etc. On for the rest items the employees have to spent as per the need.
Which one you possess in life style? This question reflects the quality of life
of the employees of TSL, Joda. Above 90% of employees has their own house, own c
ar, own AC’s, own computer/laptop, and all those necessary items which are neede
d in today’s life style. The rest of employees has their own house.

How much you spent and how much you save in a month? All the employees spent abo
ve Rs.5000 and saves according to their capacity starting from Rs1000 to Rs10,00
0.
Which you prefer most in your life style ? On this question the employees has a
mixed reaction. Some gives much attention to value, in case of doctors and some
higher post employees. Some gives much attention to money. But the number of emp
loyees is more, who prefers to both money and value.
Do you think that the company will provide some more facilitates, if yes then, w
hat should be those ? The employees of TSL, Joda of the survey suggested that th
e company should provide a better schooling facility for their children. They co
mplains that, if the JSWL could provide a standard schooling facility for their
employees children, then why shouldn’t our company also. Some said that the heal
th care facility could be more better. And the company should focus more on trai
ning and development process.

Does the recent economic way ?If yes then how?

crisis affects
you
any
The recent economic crisis doesn’t affects the TSL, Joda employees, even if the
company gives increment to all employees, where other companies fired their empl
oyees in the past recession time. This step of company motivates the employees.
And gave them an assurance that when ever there is a problem, company is always
behind you.
Did you participate in procedure ?If yes then how?
the
recent
election
We all must remember about the ad-campaign of Tata tea that Jaago re, and there
message is please give your vote. But at this company of TSL there are a lot of
employees, who has no voter ID of local and because of that they are not able to
gave their vote in this years Lok Sabha’s election.
Are you happy with the followings ? social climate political climate economical
climate industrial climate Most of the employees are happy with the above factor
s.

The following statistical analysis shows how much the employees are satisfied wi
th the company according to questionnaire survey.
TSL, Joda East provides some other facilities to employees and local people. Tho
se are Gym-for local people and separated one for TSL employees. Two community c
enters where swimming pool, billiards to play and some other facilities are also
available. Bus to railway station for employees and their family members. Shaba
shi bonanza TPM circle competition in division level, state level, national leve
l(individual performance , group performance). There is a suggestion giving faci
lity also available. In this procedure any employee could give suggestion relate
d to their work. There are three stage of process of that suggestion, reject, on
hold, accept. If the suggestion is accepted and implemented, then the suggestio
n giver will be rewarded from Rs.250-2,50,000. The suggestion could be given by
a group of 4 people or by individual. Time to time company provides health aware
ness to employees. Health care facilities for Joda people, like Life Line Expres
s,etc.

Suggestion
TSL’s management fulfills the needs and wants of the employees, company provides
a standard quality of life to all employees. But there are some places where th
e company should have to make a few rectifications.
1.
The repair and maintenance work of the houses which are provided to the TSL, Jod
a employees. Company should provide a better schooling facility for Joda divisio
n . And school bus for school going children. English medium and minimum upto 10
th or 12th class , just like, DPS (Delhi Public School), DAV, etc. This is an of
f the job facility.
2.

3. The health care facility could be more standardized.

4.
The training and development program is not good at Joda, the company should wor
k more on that and should make it a continues process. Company should provide hi
gher studies facilities for interested employees. TSL could provide more better
quality of life at Joda division. Tata steel should provide city living life for
employees of joda, which are provided at Jamshedpur, BBSR branch, and others. T
he working environment is good, but it could be better by renovating the interna
l infrastructure of the offices of Joda.
5.
Conclusion
Tata steel limited is one of the best company of India as well as of world. TSL
knows for its best TQM and HR policies in the world. The employees are very much
satisfied, who are working for TSL. All the employees are motivated and work to
gether to achieve company’s goal. Because of high motivated employees TSL, Joda
division increases its production this year from The employees are very lucky, w
ho are working and who will work for TSL. The company should provide all those f
acilities, which it provides at other offices in India excluding Joda division.
Earning of more and more money is not enough for live the life, if an

employee wouldn’t able to give time to his/her family, then he/she must be distu
rbed at the working duration. If the employee gives his/her best effort to the c
ompany, then the next responsibility is of the company to provide a better quali
ty of life in return.