Professional Documents
Culture Documents
JOB SATISFACTION
WITH SPECIAL REFERENCE TO
RTPP
PROJECT REPORT
Submitted in partial fulfillment of the requirements
For the award of the degree of
I, the undersigned, hereby declare that the project report entitled “A STUDY ON
JOB STISFACTION” carried out at RTPP. Is my original work written and
submitted by me in partial fulfillment of Master`s Degree in Business
Administration of JNTU, Ananthapur, Under the guidance of
Mr. K.VISWANATH REDDY, M.B.A., NET Assistant Professor.,MBA dept.,
KANDULA OBUL REDDY MEMORIAL COLLEGE OF
ENGINEERING,KADAPA For the award of MASTER OF BUSINESS
ADMINISTRATION. I also declare that this project has not been submitted
earlier in any other university or institution.
Place: G.PAVANI
Date: (12BC1E0018)
ACKNOWLEDGEMENT
Mr. S.REDDY MURALI Head of the Department, KORMCE, kadapa helped to meet
my project objective and match the time and resource framework.
I would like to acknowledge my sincere thanks to college for giving me this opportunity.
I would like to thank RTPP people for giving me an opportunity to work on this
project.
I will remain always indebted to my parents & friends for their moral support and have
been the most caring and the best critics during the course of my project. My special thank to all
the Executives for their active participation without whom the project work not have been
possible
G.PAVANI
(Reg No:12BC1E0018)
CONTENTS
Job satisfaction refers to a person’s feeling of satisfaction on the job, which acts as a motivation
to work. It is not self satisfaction, happiness or self contentment but satisfaction on the job.
Job satisfaction is defined as the pleasurable emotional state resulting from the appraisal of
one’s job as achieving or facilitating the achievement of one’s job values.
According to Vroom, “job satisfaction is the reaction of the workers against the role they
play in their work.”
“ job satisfaction as a general attitude of the workers constituted by their approach
towards the wages, working conditions, control, promotion related with job, social relations in
the work, recognition of talent and some similar variables personal characteristics, and group
relations apart from the work life”.
--Blum& Naylor.
“Job satisfaction is the total of the sentiments related with the job conducted.
If the worker perceives that his/her values are realized with in the job, she/he improvises a
positive attitude towards his/her job and acquires job satisfaction”.
--Mc comic & Tiffin.
From these definitions, we can define the job satisfaction as the sum of all negative
and positive aspects related to the individual’s salary his/her physical and emotional working
conditions, the authority she/he has the autonomous usage of this authority, the level of
success she/he has maintained and the rewards given due to this success, the social state
maintained in relation with his/her job.
Job satisfaction is an employee’s thoughts and emotions towards their job and how
they evaluate their job. This can be a judgment of their job overall, or of specific judgment such
as pay, promotions, work tasks, coworkers and supervisors. It is important for organizations to
care about their employee’s job satisfaction. It will promote employees organizational
commitment when they feel that they are satisfied with their jobs.
DIMENSIONS OF JOB SATISFACTION:
There are six dimensions that represent the most important characteristics of
a job about which people have effective responses.
Compensation:
Wages and salaries are significant, but a complex and multidimensional factor in job
satisfaction. Money not only helps people attain their basic needs, but also is instrumental in
providing upper level need satisfaction. Employees often consider salary as a reflection of how
management views their contribution to the organization. Fringe benefits are also important, but
they are not as influential.
Career Growth:
Promotional opportunities seem to have a varying effect on the job satisfaction. This
is because promotions take different forms and include a variety of rewards. For example
individuals who are promoted on the basis of seniority often experience job satisfaction but not
as much as those who are promoted based on their performance.
Supervision:
Supervision is another moderately important source of job satisfaction. There are two
dimensions of supervisory style that effect on job satisfaction. One is employee centeredness,
which is measured by the degree of which a supervisor takes personal interest in the welfare of
employees. The other dimension is participation or influence, illustrated by managers who allow
their people to participate in decisions that affect their own jobs. This approach leads to higher
job satisfaction. It is proved that a participative environment.
Coworkers:
Friendly, cooperative coworkers are a modest source of job satisfaction the work
group serves as a source of support, comfort, advice, and assistance to the individual. A good
work makes the job more enjoyable.
If this factor is not considered with care, then if may have reverse effects,
meaning there by that the people are difficult to get along with. This will have a negative effect
on job satisfaction.
Work Environment:
Work environment and working conditions are factors that have a modest effect
on job satisfaction. If working conditions are good clean, attractive surroundings, employee,
find it easier to carryout their job.
Discrepancy theory:
The proponents of this theory argues that satisfaction is the function of what a
person actually receives from his job situation and he thinks he should receive or what
expect to receive. When the actual satisfaction is derived less than expected satisfaction, it
results dissatisfaction. Job satisfaction and dissatisfaction are functions of the perceived
relationship between what one wants from ones job & what one perceives it is offering.
Equity theory:
The proponents of this theory are of the viewed that persons satisfaction is determined by this
perceived equity which in turn is determined by his input output balance compared to his
comparison of others input output balance. Input output balance is the perceived rate of what a
person receives from his job relative to what he contributes to the job. This theory is of the view
that both under the over rewards lead to dissatisfaction, while the under reward causes feeling of
unfair treatment over reward leads to feelings guilt and discomfort.
Two factor theory:
This theory was developed by Herzberg, Mnusener, Peterson and corpwell who
identified certain factors as satisfies and dissatisfies. Factors such as achievement, recognition,
responsibility etc, are satisfies, the presence of which causes satisfaction by their absence
however does not result in job satisfaction.
FACTORS INFLUENCING ON JOB SATISFACTION:
Job satisfaction as a bydimensional concept consisting of motivational factors,
personal factors, intrinsic &extrinsic dimensions. Intrinsic sources of satisfaction depend on the
individual characteristics of the person such as the ability to use initiative relations with
superiors or the work that the person actually performs. Extrinsic sources of satisfaction are
situational & depend on the environment such as pay, promotion or job security. Both extrinsic
& intrinsic job facts should be represented as equally as possible in a composite measure of
overall job satisfaction.
PERSONAL FACTORS:
These sources are include worker’s age, sex, education, marital status and their
personal characteristics, family background, socio economic background etc.
AGE:
The relationship between age and job satisfaction could be complex. Generally one
would expect that as the person would grow order he would get greater satisfaction with his job
particularly because of the experience and therefore the case with which he would be able to
perform it.
SEX:
There is as yet no consistence evidence as to whether women more satisfied with
their jobs than men, holding such factors as job and occupational level constant, one might
predict this to be case, considering the generally lower occupational aspiration of women.
EDUCATIONAL LEVEL:
There is a negative relationship between educational level & job satisfaction. The
higher the education the higher reference group which the individual looks to for guidance to
evaluate his job rewards.
MARITAL STATUS:
There is a relationship between marital status & job satisfaction. Generally one
would assume that that with increasing responsibilities placed on an individual because of
marriage he would value his job little more than an unmarried employee.
MOTIVATIONAL FACTORS:
Motivation of employees is the most important aspect of managing an enterprise. The
success or failure of an enterprise depends mostly on how best the employees working are the
involved and motivated. Among the four essential & factors of production namely men,
machine, material & money. The most important is men. Motivation of the employee can be sub
divide into two groups
1. Extrinsic factors & 2. Intrinsic factors.
Extrinsic factors:
Extrinsic factors are monetary related factors an employee will have positive
feeling. Extrinsic source of satisfaction are situational & depends on environment such as pay,
promotion or job security.
Salary:
Wages and salaries are the multidimensional and complex factors in job
satisfaction. Higher salary should lead to higher job satisfaction and lower salary should lead to
lower job satisfaction. So many studies have found that job satisfaction increased with increase
in wages & salaries.
Job expectation
When an employee joins in an organization he expects something from job. Job
satisfaction of an employee can be based on the fact to what effect his job meets his
expectations. Employee expectations may include about working conditions, work, colleagues,
supervision etc.
Comparison of outputs:
Persons tend to compare his out comes with the other persons out comes. The out
comes consists of primarily of rewards such as pay, status, promotion and intrinsic interest in
the job. Comparison is mainly with ratio of the inputs or he puts in and ratio is equal he will be
satisfied otherwise the person in an effort to restore equity may after the inputs or outcomes,
cognitively distort the inputs or out comes, leave the field, act on the other, or change the other.
Job security:
Security is a lower order need which an employee have job security has its effect
on the employee morale. An insecure person’s morale will be low and will have its effect on the
employee morale. Secure person’s will work effectively and have job satisfaction.
Performance appraisal:
As the performance appraisal is linked to promotions, rewards, feedback it has its
effect on the employee satisfaction. If the appraisal is not proper employee will be dissatisfied.
INTRINSIC FACTORS:
Intrinsic factors keeps the employees motivated and make them satisfied from
work. The intrinsic factors are:
Participative management:
Participative management has a positive impact on the employee. Openness of the
higher ups towards the employee ideas will keep the employee morale high and keep him
satisfied from the job.
Belongingness:
It is the complete identification of employee with the company. He should regard
goals of the company as his own goals. If he has high belongingness it shows that an employee
satisfied with his job.
Career advancement:
Employee desire to in higher position if they perceive that they have opportunity to
grow in their career they will be motivated and show this in their performance. If the employees
feel that they reached to a level of saturation in their career they will be de motivated and will
be dissatisfied.
Achievement :
Employees have a need to achieve something worthy and have influence. If this
need is not fulfilled, they will be dissatisfied.
Job signification:
It refers to the impact created on the others by one’s contribution. A feeling of
importance is perceived by the employee is the ultimate goal of doing his work in an excellent
manner.
Job variety:
It allows the employees to perform different operations requiring different skills.
This will arrest monotony in performing repetitive activity.
job monotony:
It refers to the identity that an employee has his contribution after performing a
complete piece of work.
Challenging:
Employees perceive to have a challenging work in an organization and this will his
develop a active state and will be satisfied with his job.
Contribution to groups:
Employees derive satisfaction by knowing how his work affects the groups and
how far he can influence his group.
Feedback:
Feedback refers to information that tells employees how well they are
performing. It satisfies the inner urge of people wanting to know they are performing on the
assigned work.
Contribution to society:
Employees derive satisfaction by knowing how worth full and meaningful is his work
and how his work able to contribution to society.
Consequences of satisfactions:
High job satisfaction may lead to improve productivity, increased turnover, improved
attendance, reduced accidents, less job stress and lower unionization.
Wages:
Wages play an important role on influencing the job satisfaction. This is
because of mainly two reasons :
I. Money is an important instrument in fulfilling one’s needs.
II. Employees often see pay a reflection on management’s concern for the
Nature of work :Most of the employees have intellectual challenges on job. But too
many challenges create frustration and a feeling of failure under condition of moderate
challenge, employee’s experience, pleasure and satisfaction.
The most common approach for measuring job satisfaction is the use of rating scales.
These scales fall in two categories. One is called tailor-made standardized scales, which before
their use, have been developed to establish group norms on scales to ensure the reliablility and
validity of the measuring instruments. Mostly, using method is ‘Tailor – made scales’.
Critical incidents:
It was developed by HERTBERG and his associates in their research on the two-factor
theory of motivation. The employees were asked to describe incidents on their job particularly
satisfied. These incidents were then content analyzed in determining which aspects closely
related to positive and negative attitudes.
Interviews:
Personal interviews are yet another method for measuring job satisfaction. Employees
are individually and the responses reveal their satisfaction or dissatisfaction.
Action tendencies:
The represents the inclinations. People have to avoid or approach certain things by
gathering information about how they feel like action with respect to their jobs. The job
satisfaction can be measured.
Benefits Of Job Satisfactions:These indicate the general level of satisfaction
Improved communication.
Improved attitudes.
Job satisfaction has behavioral implications. Particularly manager must be clear that :
II. Introduction: The power sector has transited to an era or controlled competition
giving a meaningful role for the private sector and the market to play in the nation’s
infrastructure building. Reform in the power sector was officially kicked off in September 1991
with the passing of the electricity laws (amendment) act, allowing the private sector in power
generation. This was followed by the center’s resolution in October 1991 that opened up
electricity generation, supply and distribution to the private sector. These came soon after the
assumption of office by the Narasimha Rao’s Government.
The reforms process turned active only in late 1996 with the adoption of the “common
minimum nation action plan for power” at the Chief Minister’s conference. This action plan,
which laid the foundation for reforms, is the state electricity boards [SEB’s] have the following
salient features.
Formulation of national energy policy.
Setting up of the central and state electricity regulatory commissions.
Rationalization of retail tariffs.
Private sector participation in private distribution.
Streaming the role of central agencies concerned with project approvals.
Autonomy and improvement in the management and physical parameters of
SEB’s.
It took another 18 months before the reforms process got in to implementation mode
with the promulgation of the electricity regulatory commissions ordinance by the president of
India on April 25, 1998. This ordinance primarily gave legal shape to the two cardinal features
of the common minimum action plan establishment of regulatory commission and
rationalization of retail tariff. This provision invited considerable flak from the prefer power
lobby and was unceremoniously shelved when the ordinance was passed in it, an act of
parliament on July 2, 1998, reducing SERCs to toothless tigers as far as rationalization of retail
tariff was concerned. However, the clause requiring the State Government to compensate the
person affected by the grant of subsidy in the manner state commission may direct was retained,
there by giving some vestige of authority to the regulators.
Andhra Pradesh Power Generation Corporation Limited is one of the pivotal
organizations of Andhra Pradesh, engaged in the business of Power generation. Apart from
operation & Maintenance of the power plants it has undertaken the execution of the ongoing &
new power projects scheduled under capacity addition program and is taking up renovation &
modernization works of the old power stations.
When APSEB came into existence in 1959, APSEB started functioning with the
objectives of maintaining the power sector efficiently and economically simultaneously
ensuring demand meets the supply.
During the last decade inadequate capacity addition and low system frequency operation
of less than 48.5 Hz for more than half a decade considerably reduced the power supply
reliability.
The consumer have grown up from two and half lakhs to over one crore, the energy
handled per annum from 686 MV to over 40,000 MV. The annual revenue has increased from
mere Rs 65 crores to Rs 48000 crores. In the after reforms process is taken up in a big way and
APGENCO could complete 2X250MU KTPS V- stage and Srisailam left bank Power House.
International agencies have are now interested in taking part in VTPS stage– IV.
1) Thermal Plants.
2) Hydel Plants.
3) Wind Plants.
Wind Plants
Chairman
Managing Director
CGM(HR) CGM(IR) NC
J.S (Personnel)
I. P LAN T HIS T O R Y
II. G E N E S IS :
During 1985 the installed generating capacity in the state was 1963 MW of hydel units and 983
MW of thermal units. Most of these units were located in the northern half of the state. In view of
the predominant hydel installation in the Southern Region of the state, It is considered necessary
to increase thermal generation in the area thereby strengthening the base load capacity. Also, the
need for stable power supply in the Rayalaseema region is considered a must, in view of the rapid
industrial growth envisaged in the region. Government of Andhra Pradesh has taken a policy
decision of locating a 420 MW thermal power station in Rayalaseema, based on water from the
Mylavaram Dam on the Penneru River.
Based on Government Decision APSEB has taken up 2 Nos. 210 MW thermal units under
Rayalaseema Thermal Power Project (Stage-I).
The project was approved by the Planning Commission in March, 1988 at an estimated cost of Rs.
503.71 Cr. The Asian Development Bank, Manila has sanctioned a loan of US $ 190 Millions
towards civil works and local equipment.
The project helps improved the voltage profile in Rayalaseema region which is economically
backward and drought prone. It is built on a 2500 acre area acquired. Water for the project is
drawn from Mylavaram reservoir formed by Mylavaram, dam across River Pennar, through a 22
KM. long steel pipe line laid underground.
III. G E N E R AL
Rayalaseema Thermal Power Project is one of the major power generation facilities developed in
Andhra Pradesh to meet the growing demand for power. The Project envisaged the installation of
5 x 210 MW coal based thermal generation units. The first 210 MW unit came for commercial
operation on 25-Nov-1994 and the second 210 MW unit on 30-Mar-1995.
IV. LO C AT IO N
The project is located at a distance of 8 KM from Muddanur Railway Station of South Central
Railway on Chennai-Mumbai Railway Line. The site selected is at an adequate distance from the
populous towns and the land (2600 acres) is government land not put to any use. The water
requirement for the project is envisaged to be supplied from the "Mylavaram" Reservoir, which is
21km away from the project and "Brahma Sagar" Reservoir, which is 65km awya from the
project. The project is quite near to the existing railway line and transmission lines of the Andhra
Pradesh Grid.
V. O B J E C T O F T HE P R O J E C T :
The Rayalaseema region is a drought prone area and has to depend on Industrial Growth for its
economic development. Power being basic need, RTPP has ensured the proper and quality supply.
The objective also improved the base load Thermal generating capacity of the AP Grid.
VI. S T AG E -I:
Sri Nara Chandrababu Naidu, the then Hon’ble Chief Minister of Andhra Pradesh dedicated
Stage-I (2 x 210 MW) to the Nation on Dt. 29-Nov-1995
VII. S T AG E -II:
Appreciating the prompt Completion of Rayalaseema Thermal Power Station Stage-I project with
the A.D.B. loan in a record time, the Director planning of C.E.A. requested A.P.S.E.B. for
preponing the Rayalaseema stage-II to the 8th plan from 9th plan as many other projects planned
for completion in 8th plan in the country, were not materializing. The A.P.S.E.B. agreed to it and
the project was quickly approved by CEA.
As an expansion to the existing stage-I APSEB has taken up Rayalaseema Thermal Power Project
Stage-II by installation of 2 Nos. 210 MW thermal units adjacent to the existing 2 units of 210
MW with estimated cost of the Project is Rs. 1640 Crores. PFC & REC has provided financial
support for this stage.
The water requirement of the project is met from Mylavaram reservoir. The annual coal
requirement of 2.06 million tones has been linked to Singareni collieries.
Dr. Y.S.Rajasekhara Reddy the then Hon’ble Chief Minister of Andhra Pradesh dedicated
Rayalaseema Thermal Power Project Stage-II Unit-3 (210 MW) to the nation on Dt.24-Jan-2007.
VIII. S T AG E -III:
During Dedication Programme of Unit-3, Dr.Y.S.Rajasekhar Reddy the then Hon’ble Chief
Minister of Andhra Pradesh has directed APGENCO to take up 1X210MW and 1X600MW under
Stage-III. As per the directions of Hon’ble Chief Minister APGENCO has taken up 1X210MW
unit under Stage-III and 1X600MW unit under Stage-IV as an expansion to the existing Stage-II.
Zero-date commenced on 24-01-2007 Power Finance Corporation provided finding for this
project. Irrigation Department, Go AP has allocated 1.4 TMC of water from Sri Pothuluri Veera
Brahmam Reservoir vide G.O.Rt.No.183, Dt.29-03-2010 for both Stage-III & Stage-IV.
During Dedication Programme of Unit-3, Dr.Y.S.Rajasekhar Reddy the then Hon’ble Chief
Minister of Andhra Pradesh has directed APGENCO to take up 1X210MW and 1X600MW under
Stage-III. As per the directions of Hon’ble Chief Minister APGENCO has taken up 1X210MW
unit under Stage-III and 1X600MW unit under Stage-IV as an expansion to the existing Stage-II.
APGENCO has taken up 1X600MW unit as Stage-IV with an estimated cost of Rs.3525Cr. M/s
Power Finance Corporation Ltd. Agreed to sanction loan of Rs.2423Cr. vide lr. Dt.19-Mar-2010.
MOE&F has cleared the project vide letter dated 21-Jan-2010. Ministry of Coal allocated
2.31mtpa long term coal linkage from MCL for 600MW Unit. MOC has been addressed for
additional quantity of 1.2mtpa required for 600MW. Additional coal linkage is awaited.
Purchase Order issued on 14-Oct-2010 to BHEL for BTG package for Rs.1445 Cr. And another
P.O. issued on M/s Tech Pro Systems Ltd for executing BOP works.
Stage Un i t Date of
S .No . Na m e & Addre s s C a p a c i ty
No. No. C o m m i ss io ning
M ETR O L O G I C A L D A TA O F R . T. P . P . S I TE
1 CL I M AT E : T r o p i c a l - H o t - H um i d
2 ALT IT UDE : 1 9 0 m e t e r s a bo v e m e a n se a l e v e l
4 R A I N F A L L ( A VE R A GE ) : 74.28 MM
5 W I N D VE L O C I T Y ( K M / H R ) : 12.9/KM/Hr (Max)
6 W I ND DI RE CT I ONS : T o wa r d s E a n d W
7 R E L A T I VE H U M I D I T Y : 62%
8 SE I SM I C D A T A : T h e a r e a i s n o t p r o n e t o e a r t h qua k e s
XI . P L A N T P ER FO R M A N C E
2012-2013 1574.85 1344.13 1645.32 1635.77 1492.55 7692.60 85.60 73.10 89.40 88.90 81.10 83.60
2013-2014 1217.35 1407.00 1488.26 1521.48 1422.24 7056.33 66.20 76.50 80.90 82.70 77.30 76.70
Company
Profile
PROFILE OF RTPP
A Beginning: Almost a century after the invention of electricity it was introduced in India for
commercial use in a humble way. For the first time in the year 1889 a mini hydroelectric
powerhouse with a capacity of 15KW was constructed on a small rivulet in Darjeeling district
and electric power was supplied in its vicinity. Within, two decades, in 1909 a 10KW diesel set
was installed in Hyderabad for supply of electricity to the king’s palaces. This was the first step
in the development of electric power in Andhra Pradesh (HYDERABAD).
COAL LINKAGE: The main Coal Linkage to RTPP is M/s SCCL and is transported
through rail. Occasionally RTPP gets the coal requirements from M/s MCL, Orissa and this is
transported through ‘Rail-Sea-Rail’ Method.
OBJECTIVE OF THE PROJECT: The Rayalaseema region is in the Southern part of
the state and most of the generation facilities are in the Northern part of the state, except for two
major Hydel stations in the Central part of the state. The Rayalaseema region thus used to get
power through long EHT line and frequently it is used to face the low voltage problem
particularly during the summer when the Hydel stations generations goes down. The region is a
drought prone area and has to depend on Industrial growth for its economic development power
bring basic need, RTPP has ensured the proper and quality supply the objective also improved
the base load Thermal generating capacity of the AP Grid.
PROJECT COST: The original cost of the Project as approved by the Planning
Commissioner is Rs 503.71 crores and the revised cost of the Project based on actual
expenditure is Rs 860.30 crores and the increase over general cost is 70%.
Thermal plants are consistently winning the Gold and silver medals for
Meritorious Productivity Award
Availability of thermal plants has been (over a decade) well above the
national average
Srisailam complex is the largest hydro power station with installed capacity
1670 MW in the country.
Nagarjuna Sagar Left canal Power House is the first hydro station in the
country to use SCDCA for operation of the units from control room besides
enhancing the Excitation and Governor systems with microprocessor
controls.
Pochampad Hydro electric Scheme is the first hydro power station to use
microprocessor controls in the powerhouse
The average PLF of 89.7 % during 2004-05 is the highest ever achieved and
highest in the country when compared with the utilities having comparable
installed capacity and vintage.
Since 1994-95 VTPS and RTPP are occupying top two positions in terms of
PLF rankings, except in the year 1999-00 in which RTPP stood second.
VTPS stood FIRST in the country during 1994-95, 1995-96, 1996-97, 1997-
98, and 2001-02 and RTPP stood first in the country during 1998-99, 2000-
01, 2002-03 and 2003-04.
VTPS has been receiving Meritorious Productivity Award for last twenty
consecutive years and bagged Gold Medal 9 times in a row since 1994-95.
RTPP has been receiving Meritorious Productivity Award for last six
consecutive years and bagged Gold Medal five years in a row since 1998-
99.
KTPS V Stage has been receiving Meritorious Productivity Award for last
four consecutive years and bagged Gold Medal four times in a row since
1999-00.
Our Vision:
To be the best power utility in the country and one of the best in the world.
Our Mission:
To generate adequate and reliable power most economically, efficiently and eco-
friendly.
To implement Renovation and Modernization of all existing units and enhance their
performance.
Core Values:
At RTPP, the Coal Bunkers and Mills are located. Boiler House and ESPS unlike usual
arrangements else where in the Country placing the Bunkers and Mills in between the
Turbine House and the Boiler thus, Turbine House is totally isolated from the Mills and
it will ensure the dust free atmosphere in the Turbine House and also ensure the easy
accessibility of Mills for maintenance.
Multiple fuels Chimney are also a new feature of this Power Station.
Tower type Boiler of single pass design manufactured by M/s BHEL limited under
collaboration M/s Stein Industries [France]. This type of Boiler will have less erosion
and will be better then the two pass Boiler for high ash content coal also maintenance of
Super Heaters and Economizers.
Turbo-Generator was supplied by M/s BHEL and is manufactured by M/s KWU, West
Germany.
Tubular Mills in place of Bowl Mills are employed which can run for a very long
durations with out stopping as the Grinding Media can be fed in to the Running Mill.
Another advantage is more fineness of coal can be achieved and smoother control over
the varying loads.
Distributed digital and M/s BHEL (DDC System) by M/s Yakogowa Blue Star Limited
and M/s BHEL (PROCONTROL) is employed for effective and efficient control of
Boiler, Turbine and Generator and their auxiliaries.
A new system called Dry ash system, which stores the Dry ash in SILOS and is being
issued to cement and brick Industries around the Rayalaseema region.
Approximately Rs 5.00 lakhs per annum is being invested to improve the Green Belt in
the Power House and Colony premises.
STATUS AS ON 04.06.2007:
All Statutory Clearances/Approvals obtained
Total Project cost including IDC is about Rs. 1640 Crores (Rs. 3.90 Cr per MW).
Contract for Main Plant and balance of plant except coal & ash plants and civil works
was awarded to BHEL on 27.12.2003 at Rs.1125 Cr.
Contracts for major civil works like Foundations, Structures, Cooling Towers,
Chimney, C.W.Pump House and Railway siding were also awarded and civil works
are under brisk progress.
Financial Closure achieved through PFC, REC, Central Bank and Indian Overseas
Bank.
(a) RAYALASEEMA THERMAL POWER
PROJECT STAGE – III:
Salient Features:
COST ESTIMATES:
The total cost of the project was estimated at Rs503.71 crores based on1987 prices and
now revised to 840 crores and it is financed partly by Asian development bank, Manila and
partly by Power Finance Corporation, Delhi and self finance.
Land : An extent of 2621.587 acres of Government land has been acquired for the main
plant, colony ash pond and marshalling yard areas. In addition to that 52.59 acres of
patta land was also acquired.
Water Supply: The water required for running of the Power Station is being drawn
from the Mylavaram Reservoir through a 21 KM long steel pipeline. Government of
Andhra Pradesh Irrigation Department has allocated 40 cusecs of water from the
reservoir through out the year for the Project.
Coal supply: The Power Station requires about 1.5 million tones of coal every
year, which is being supplied from the Singareni Collieries under long-term coal linkage
arrangements. The coal is being transported to Power House side by rail transport over a
distance of about 800 KM by one of the routs, Vijayawada-Gudur-Renigunta. An
approach railway line is formed from Muddanur Railway Station to the Project site as a
part of the Project. Of late, coal supply is arranged from TELCHER also (State of
Orissa in Eastern India).
Evacuation of Power: The Power generated at the project is evacuated through 220
KV transmission lines to Yerraguntala, Kadapa, Anantapur,Srisailam and the Grid at
Chinakampalli.
State of Clearances: All the clearances required for the construction of the Project
like “No Objection” from Airports Authority,” No Objection, from the State Pollution
Control Board and clearance from environmental angle were obtained. The Planning
Commission, Government of India wide letter dated 9-3-1998 accorded investment
approval for the Project at an estimated cost of Rs 503.71 crores for the Power station
based on 1987 prices (Revised to Rs 840 crores).
ACHIEVEMENTS:
Station achieved all India First position for the 1998-99, 2000-01, 2002-03 and 2003-04.
Station achieved all India Second position for the year 1999-2000, 2001-2002.
Station achieved CEA Gold Medal for the years 1998-99, 1999-2000, 2000-01, 2001-02,
2002-03, 2003-04 and 2004-05.
Station achieved CEA Silver Medal for the year 1997-1998.
Station achieved CEA Incentive Awards for auxiliary Power consumption for the years
1996, 1998 and 1999.
Station achieved CEA Incentive Awards for specific Oil consumption for the years
1996, 97, 98, 99, 2000, 2001 and 2002.
Stations achieved highest ever PLF of 94.9% for the year 1999-2000 in APGENCO.
Stations PLFs achieved :
The scope of this study is clear as we analyze the needs of the employees to enrich their morale
and creating a friendly atmosphere which also enriches their work life, can also be a possible
scope.
As we identify, analyze and satisfy their expectations, a good and a healthy environment
can be create vis-à-vis, can loyal and dedicated workforce to develop the organization.
Research is thus, an original contribution to the existing stock of knowledge making for its
advancement. It Is the pursuit of truth with the help of study, observations. Comparison and
experiment. In short, the search for knowledge through objective and systematic method of
generalization and the formulation of a theory is also theory is also research.
A team ‘research’ refers to the systematic method of consisting for enunciating the
problem, formulating a hypothesis, collecting the facts or data. Analyzing the facts or data,
analyzing the facts and reaching certain conclusions either in the form of solutions toward the
concerned problems or in certain generalization for some theoretical formulation.
Research Instument :
The instrument used in this study is a structured questionnaire. A questionnaire is a sheet
or sheets of paper containing questions relating to certain specific, regarding which the
researcher collects the data. The questionnaire is given to the information or respondents to be
filled in up.
Data Collection :
Data refers to information or facts. Often researchers understand by data as only
numerical figure. It also includes descriptive facts, on numerical information, quantitative and
quantitative information.
Collective of data is an important stage in research. In fact the quality of the data
collected determine the quantity of the research.
Collection of data is done by 2 methods.
Interviews
Questionnaires
2. Secondary data collection:
The secondary data, which is needed for my study was collected from the company’s
database.
Convenience sampling:
The sampling which along the researcher to carry out his research based on his convenience
and respondents availability of constraints. The research sampling studies every respondent
response according to time, place and situation. This sampling provides ease of doing his
research.
Sampling procedure :
The technique to be used in selecting the items for the sample. This technique or procedure
stands for the sample design itself.
Sample size:
It refers to the number of items to the selected from the universe to constitute a sample.
Sample size: 100
Sampling unit:
It may be a geographical such as state, districts, village etc or a construction unit such as
House, Flat etc or it may be social unit such as family, club, school etc or it may be an
individual.
Sampling unit: APGENCO – RTPP
Questionnaire Design :
I framed the structured questionnaire for my study with careful and frequent consultation wit
both the internal as well as company guide.
Statistical Tools :
The various technique applied in the case of analysis are listed and are as follows :
Simple Percentage Method
Weighted Average Method
Chi-square Test
Population Size:
All items in any field of enquiry constitute a universe or population.
Sample design:
It is a definite plan for obtaining a sample from a given population. It refers to the
technique of the procedure the researcher would adopt in selecting items for the sample.
CHAPTER -3
DATA ANALYSIS &
INTERPRETATION
DATA ANALYSIS
1.Have you been trained well in your training program in the organization?
69/100= 0.69
70
60
50
40
30
20
10
0
Strongly Agree Undecided Disagree Strongly
Agree Disagree
Inference:-
Most of the employees agreed that they have been trained well in training program.
2.Are there any opportunities (like Job rotation, employees’ development) in
your organization?
21/100= 0.21
60
50
40
30
20
10
0
Strongly Agree Undecided Disagree Strongly
Agree Disagree
Inference:-
Majority of people are neutral towards their opportunities (like job rotation, employee
development) in the organization.
3.Will you get appraisals for your good performance in your organization?
1 YES 71%
2 NO 29%
80%
70%
60%
50%
40%
30%
20%
10%
0%
YES NO
Inference:-
71% of the employees agreed that they are getting appraisals for their performance in
the organization.
4.Is there any feed back given to you by the superiors after completion of a
particular task or work?
1 YES 69%
2 NO 31%
70%
60%
50%
40%
30%
20%
10%
0%
YES NO
Inference:-
69% of the employees are satisfied with the feedback from their superiors after
completion of their work.
5.Do you get help from your superiors
64/100= 0.64
60
50
40
30
20
10
0
Strongly Agree Undecided Disagree Strongly
Agree Disagree
Inference:-
Majority of people agreed that their superiors help them to improve their performance
level.
6.Are you satisfied with your working time?
1 YES 85%
2 NO 15%
90%
80%
70%
60%
50%
40%
30%
20%
10%
0%
YES NO
Inference:-
85% of employees are satisfied with their working hours
7.Are there any incentives provided to you by the organization for your good
performance?
1 YES 55%
2 NO 45%
60%
50%
40%
30%
20%
10%
0%
YES NO
Inference:-
55% of employees are satisfied with the incentives provided to them based on their
performance.
8.In your organization welfare measures (like accommodation, transport
etc...) have been provided by the organization?
68/100= 0.68
70
60
50
40
30
20
10
0
Strongly Agree Undecided Strongly Disagree
Inference:-
Majority of employees are satisfied with the welfare measures taken by the organization.
9.Do you get Freedom to express your views in front of your superiors in the
organization?
63/100= 0.63
60
50
40
30
20
10
0
Strongly Agree Undecided Disagree Strongly
Agree Disagree
Inference:-
Majority of employees agreed that they have freedom to express their views in front of
their superiors.
10.Are you satisfied with your salary?
1 YES 83%
2 NO 17%
100%
80%
60%
40%
20%
0%
YES NO
Inference:-
83% of employees are satisfied with their salary packages.
11.Do you have good inter personal relations with your superiors and
subordinates?
79/100= 0.79
70
60
50
40
30
20
10
0
Strongly Agree Undecided Disagree Strongly
Agree Disagree
Inference:-
Majority of employees agreed that they have good relations with their superiors and
subordinates
12.Apart form the work do you have any scope of participating in
recreational activities (sports, entertainment etc….) in the organization?
1 YES 75%
2 NO 25%
80%
70%
60%
50%
40%
30%
20%
10%
0%
YES NO
Inference:-
70% of employees are dissatisfied towards their scope of participation in extra curricular
activities.
13.Are you getting advice & assistance from your superintendents at your
work?
37/100= 0.37
60
50
40
30
20
10
0
Strongly Agree Undecided Disagree Strongly
Agree Disagree
Inference:-
Some employees agreed and some disagreed as result is neutral towards getting advices
form superiors
14.Are you satisfied with the way company policies are put into practice?
27/100= 0.27
60
50
40
30
20
10
0
Strongly Agree Undecided Disagree Strongly
Agree Disagree
Inference:-
Employees are neither satisfied nor dissatisfied with the way company policies put into
practices.
15.The Technology adopted by the organization helps you to finish your work
smoothly?
67/100= 0.67
60
50
40
30
20
10
0
Strongly Agree Undecided Disagree Strongly
Agree Disagree
Inference:-
Majority of employees are satisfied with the technology adopted by the organization to
finish their works smoothly
16.Are you satisfied with safety methods that are provided by the company?
1 YES 79%
2 NO 21%
80%
70%
60%
50%
40%
30%
20%
10%
0%
YES NO
Inference:-
79% of employees are satisfied with the safety measures provided by the company
17.Are you satisfied with your job?
64/100= 0.64
70
60
50
40
30
20
10
0
Hi g h l y sa ti s fie d Ne u tral Hi g h l y di s s a tis fi e d
Inference:-
Most of the employees are satisfied with their jobs
18.Are you proud to work for the organization?
1 YES 82%
2 NO 18%
100%
80%
60%
40%
20%
0%
YES NO
Inference:-
82% of employees feel proud to work In the organization
19. Are you satisfied with the organization as a place to work ?
83/100= 0.83
60
50
40
30
20
10
0
Highly Satisfied Neutral Dissatisfied Highly
satisfied dissatisfied
Inference:-
Most of employees are satisfied with the organization as a place for work.
20. Do you get opportunity for learning and growth in your organization?
55/100= 0.55
60
50
40
30
20
10
0
Highly Satisfied Neutral Dissatisfied Highly
satisfied dissatisfied
Inference:-
Most of the employees agree that they get opportunity for learning and growth in the
organization
FINDINGS
FINDINGS
Most of the employees agreed that they have been trained well in training and
development program with a weighted average of 0.69.
Majority of people are neutral towards their opportunities (like job rotation, employee
development) in the organization
71% of the employees agreed that they are getting appreciation for their performance in
the organization
69% of the employees are satisfied with the feedback from their superiors after
completion of their work.
Majority of people agreed that their superiors help them to improve their performance
level with a weighted average of 0.64.
85% of employees are satisfied with their working hours
55% of employees are satisfied with the incentives provided to them based on their
performance.
Majority of employees are satisfied with the welfare measures taken by the organization
with a weighted average of 0.68.
Majority of employees agreed that they have freedom to express their views in front of
their superiors with a weighted average of 0.63.
83% of employees are satisfied with their salary packages.
Majority of employees agreed that they have good relations with their superiors and
subordinates with a weighted average of 0.79.
70% of employees are dissatisfied towards their scope of participation in extra curricular
activities.
Some employees agreed and some disagreed as result is neutral towards getting advices
form superiors with a weighted average of 0.37.
Employees are neither satisfied nor dissatisfied with the way company policies put into
practices with a weighted average of 0.27.
Majority of employees are satisfied with the technology adopted by the organization to
finish their works smoothly with a weighted average of 0.67.
79% of employees are satisfied with the safety measures provided by the company
Most of the employees are satisfied with their jobs with a weighted average of 0.64.
82% of employees feel proud to work In the organization
Most of employees are satisfied with the organization as a place for work with a
weighted average of 0.83.
Most of the employees agree that they get opportunity for learning and growth in the
organization with a weighted average of 0.55.
SUGGESTIONS
SUGGESTIONS
Superiors have to guide their subordinates with advices and assistance which motivate
the employees.
The company needs to put the policies into practice so that the employees should not
feel any inconvenience.
Organization has to provide provisions for the growth & development of employees.
CONCLUSION
Conclusion:
2) Are there any opportunities (like Job rotation, employees’ development) in your
organization? ( )
a) Strong agree b) agree c) undecided
d) Disagree e) strongly disagree
3) Will you get appraisals for your good performance in your organization?( )
a) Yes b) no
4) Is there any feed back given to you by the superiors after completion of a particular
task or work? ( )
a) Yes b) no
7) Are there any incentives provided to you by the organization for your good
performance?
( )
a) Yes b) no
8) In your organization welfare measures (like accommodation, transport etc... Have been
provided by the organization? ( )
a) Strong agree b) agree c) undecided
d) Disagree e) strongly disagree
9) Do you get Freedom to express your views in front of your superiors in the
organization?
a) Strong agree b) agree c) undecided
d) Disagree e) strongly disagree
10) Are you satisfied with your salary? ( )
a) Yes b) no
11) Do you have good interrelations with your superiors and subordinates? ( )
a) Strong agree b) agree c) undecided
d) Disagree e) strongly disagree
12) Apart form the work do you have any scope of participating in extra curricular activities
in the organization? ( )
a) Yes b) no
13) Are you getting advice & assistance from your superintendents at your
work? ( )
a) Strong agree b) agree c) undecided
d) Disagree e) strongly disagree
14) Are you satisfied with the way company policies are put into practice? ( )
a) Strong agree b) agree c) undecided
d) Disagree e) strongly disagree
15) The Technology adopted by the organization helps you to finish your work smoothly?
( )
a) Strong agree b) agree c) undecided
d) Disagree e) strongly disagree
16) Are you satisfied with safety methods that are provided by the company?( )
a) Yes b) no
20) Do you get opportunity for learning and growth in your organization? ( )
a) Highly satisfied b) satisfied c) neutral
d) Dissatisfied e) highly dissatisfied
BIBLOGRAPHY
BIBLIOGRAPHY:
WEB SITE:
www.apgenco.com