BHALCHANDRA INSTITUTE OF EDUCATION AND MANAGEMENT

PROJECT REPORT ON
JOB SATISFACTION OF EMPLOYEES (BHARAT HEAVY ELECTRICAL LIMITED
IP JAGDISHPUR)
SUBMITTED IN THE PARTIAL FULFILLMENT OF REQUIREMENT FOR THE AWARD OF THE DEGREE
OF
MASTER OF BUSINESS ADMINISTRATION
Submitted by
RICHA DIXIT
Under the Guidance of
Mr. S.N. TIWARI
1

PREFACE
The project work entitled A STUDY ON JOB SATISFACTION OF EMPLOYEES OF BHARAT HEAV
Y ELECTRICAL LIMITED IP
JAGDISHPUR Job Satisfaction is the favorableness or un-favorableness with which t
he employee views his work. It expresses the amount of agreement between ones exp
ectation of the job and the rewards that the job provides. Job Satisfaction is a
part of life satisfaction. The nature of ones environment of job is an important
part of life as Job Satisfaction influences ones general life satisfaction. Job
Satisfaction, thus, is the result of various attitudes possessed by an employee.
In a narrow sense, these attitudes are related to the job under condition with
such specific factors such as wages. Supervisors of employment, conditions of wo
rk, social relation on the job, prompt settlement of grievances and fair treatme
nt by employer. However, more comprehensive approach requires that many factors
are to be included before a complete understanding of job satisfaction can be ob
tained. Such factors as employees age, health temperature, desire and level of as
piration should be considered. Further his family relationship, Social status, r
ecreational outlets, activity in the organizations etc. Contribute ultimately to
job satisfaction.
2

ACKNOWLEDGEMENT
A large number of individuals have contributed to project. This project is a hum
ble attempt to sketch done the contribution of all those persons who have direct
ly or indirectly given their precious time and help along with proper guidance f
or making this report in the following shape. First of all I would like to thank
Mr. S.N. Tiwari, project co-ordinater (manager H.R), B.H.E.L., .P Jagdishpur wi
thout whose permission project of B.H.E.L., I.P would have been castle in the ai
r. Who always helped me and provided me relevant books and data in the subject t
o enable to prepare the project. And also I would like to give thank to Mr.Janme
jay sing, Asst. Engineer (H.R) whos supported to me, and my teacher Ms Shikha. La
stly but not the least, I pay my gratitude to my parents, family members, friend
s, faculty members of B.I.E.M and all executives of B.H.E.L., I.P Jagdishpur for
their morel support and whole hearted co-operation in drafting this report.
Richa Dixit
3

DECLARATION
I, shalini verma student of third SEM B.I.E.M College have completed the Project
on job satisfaction For the Academic Year 2008-10. The information given in this
project is true to the best of my knowledge.
CONTENT
Sr.No. Chapter 1 Chapter 2 Chapter 3 Chapter 4 Chapter 5 Chapter 7 Topic Company
Profile Job satisfaction Objectives Research Methodology Observation & Findings
Suggestions
4

Chapter 8 Chapter 9
Bibliography Annexure
.
5

PART 1
6

COMPANY PROFILE
BHARAT HEAVY ELECTRICAL LIMITED
An OverviewThe first plant of what is known as BHEL was established nearly 51 Ye
ars ago at Bhopal and was the genesis of the heavy electrical Equipment industry
in India. BHEL is, today the largest engineering Enterprise of it kind in India
with a well recognized track record of performance making earning profits conti
nuously since 1971-72 and achieved a sales turnover of Rs.21608 crores with a pr
ofit before tax of more than Rs. 4000 in 2008-09. BHEL caters to core sectors of
the Indian Economy VI. Power generation & transmission, industry, transportatio
n, telecommunication, Renewal energy, defense,
7

etc. The wide network of BHELs 14 manufacturing divisions (working) & 2 manufactu
ring units under construction, 4 power sector regional centers, 8 service center
s, and 18 regional offices and large number of project sites spread all over Ind
ia and abroad enable the company to promptly serve its customers and provide the
m with suitable products, systems and services efficiently and at competitive ra
tes. The World Bank in its report on the Indian public sector has described BHEL
as one
of the most efficient enterprises in the industrial sector as per with internati
onal standards of efficiency
8

Certificates:
BHEL has already attained ISO 9000 and all the major units/ division of BHEL hav
e been upgraded to the latest ISO 9000:2000 version of quality management. BHEL
has secured ISO 14001 certification for environmental management systems and OHS
AS 18001 certification for occupational health and safety management systems for
its major units/ divisions. The companys inherent potential coupled with its str
ong performance over the years, has resulted in it being chosen as one of theNAVR
ATNA Public sector enterprises (PSEs), which are to be supported by the governmen
t of India in their endeavor to become future global players.
9

VISION, MISSION & VALUES OF BHARAT HEAVY ELECTRICALS LTD.

BHEL defines its vision, mission, values and objectives as follow:
VISSION To be
come a world class, innovative, competitive and profitable engineering enterpris
e providing total business solutions.
MISSION To be the leading Indian engineeri
ng enterprise providing quality products, systems and services in the field of e
nergy, transportation, industry, infrastructure and the potential areas. VALUES
Meeting commitments makes to internal and external customers. Fostering learning
, creativity and speed of response. Respect of dignity and potential of individu
als. Loyalty and pride in the company.
Team playing.
Zeal to excel.
Integrity an
d fairness in all matters. OBJECTIVES- BHEL defines its objectives as follows: Gr
owth To ensure a steady growth by enhancing the competitive edge of BHEL in exis
ting business, new area and international operations so as to fulfill national e
xpectation for BHEL. 10

Profitability To provide a reasonable and adequate return on capital employed, p

rimarily through improvements in operational efficiency, capacity utilization an
d productivity, and generates adequate, internal resources to finance the compan
ys growth.
Customer focus To build a high degree of customer confidence by provid
ing increased value for his money through international standards of product qua
lity, performance and superior customer services.
People orientation To enable e
ach employee to achieve his potential, improve his capabilities, perceive his ro
le and responsibilities and participate and contribute positively to the growth
and success of the company. To invest in human resource continuously and be aliv
e to their needs. Technology To achieve technological excellence in operation by
development of indigenous technologies and efficient absorption and adaptation
of imported technologies to sustain needs and priorities, and provide a competit
ive advantage to the company.
Image To fulfill the expectation which shareholder
s like government as owner, employees, customers and the country at large have f
rom BHEL.
11

POLICIES OF BHEL
QUALITY POLICY:
To acquire and maintain a leading position as a supplier of Quality products to
national /International standards and to meet the requirements of customers.
ENVIRONMENTAL POLICIES
Compliance with applicable Environmental Legislation / Regulation.
Continuous im
provement in environment management system to protect natural environment and co
ntrol pollution. Promotion of activities for conservation of resources by Enviro
nmental management.
Enhancement of environment awareness among employees, custom
ers and suppliers. our
OCCUPATIONAL HEALTH AND SAFETY POLICY:
Compliance with applicable legislation and Regulations.
Setting objectives and t
argets to eliminate / minimize risk due to occupational safety hazards.
Appropri
ate structure training to employees on occupational health and (OH&S) aspects. 1
2 safety

Formulation and maintenance of OH&S management programmes for continual improvem

ent.
Periodic review of OH&S management system to ensure its continuing suitabil
ity, adequacy and effectiveness.
PARTECIPATION IN THE GLOBAL COMPACT TO THE UNITED NATIONS
The Global Compact is a partnership between the UNITED NATIONS, the business commu
nity, international labour and NGOs. It provides a forum for them to work togeth
er and improve corporate practices through co-operation rather then confrontatio
n. BHEL has joined the GLOBAL COMPACT of United Nations and has committed to suppo
rt it and the set of core values enshrined in its nine principles.
PRINCIPLES OF GLOBAL COMPACT Human Rights
Business should support and respect the protection of internationally proclaimed
human rights.

Make sure they are not complicit in human rights abuses.

Labour Standards
13

Business should uphold the freedom of association and the effective

recognition of the right to collective bargaining.
The elimination of all forms of forces and compulsory labour.
The effective abolition of child labour. Eliminate discrimination.
ENVIRONMENT
Businesses should support a precautionary approach to environmental challenges.
Undertake initiative to promote greater environmental responsibility. Encourage
the development and diffusion of environment-friendly technologies. By joining t
he Global Compact, BHEL would get a unique opportunity of networking with corporat
e with sharing experience relating to social responsibility on global basis.
BHEL IN INDIA
RIGIONAL OFFICES (POWER SECTORS)
1. New Delhi (Northern Region) 2. Kolkata (Eastern Region)
14

3. Nagpur (Western Region) 4. Chennai (Southern Region)

BUSINESS OFFICES
1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. Bangalore Bhubaneshwar Chandi
garh Chennai Guwahati Jabalpur Jaipur Kolkata Lucknow Mumbai New Delhi Patna Ran
chi Secunderabad Vadodara
BHELs MANUFACTURING UNITS
Bangalore A. Electronic Division
B. Industrial systems group
15

C. Electro porcelains Division

2. Bhopal: 3. Gowindwal: 4. Haridwar: 5. Hyderabad: 6. Jagdishpur: 7. Jhansi: 8.
Rudrapur: 9. Ranipet: 10. Tiruchirapally:
Heavy Electrical Plant Industrial valves plant Heavy electrical Equipment Plants
Heavy Power Equipment Plant Insulator Division Transformer Plant Component Fabr
ication Plant Boiler Auxiliaries Plant A. High pressure Boiler Plant B. SSTP & M
agneto-Hydrodynamics
11. Equipment Repair Plant
Varanasi:
Heavy
SERVICE CENTERS
1. Banglore 2. Chandigarh
16

3. kolkata 4. Nagpur 5. New Delhi 6. Patna 7. Secunderabad 8. Vadodara 9. Varana

si
OTHER UNITS
Project Engineering Division, New Delhi. 1. Research & Development Division, Hyd
erabad. 2. Oil Rigs Division, New Delhi. 3. Regional Operation Division, New Del
hi. 4. Market & Sales Division, New Delhi. 5. Power Project Division, New Delhi.
BHELs CONTRIBUTION TO INDUSTRY
17

Since inception in 1982 the industry sector business has grown at an impressiveR
ate and today contributes over half of BHELs turnover.BHEL, today, supplies all m
ajor equipment for the industries: AC/DC Machines, alternators, centrifugal comp
ressors, special reactor columns, heat Exchangers, pressure vessels, gas turbine
based cogenerations plants, steam Generators, complete range of steam generator
s for process industries, dieselPower plants, solar water heating systems, photo
-voltaic systems,etc. In the transportation field BHEL range covers AC locomotiv
es, AC/DC dual Voltage locos, traction motors & transformers, electrics for AC,
DC and dual Voltage Emus diesel power car and diesel electric locos.BHEL is the
leader in the power transmission field with equipment up to the Highest system v
oltage: power and instrument Transformers, shunt reactor, Insulators, energy met
ers, substations, static compensation schemes as well as High voltage DC transmi
ssion systems (HVDC).
AWARDS WON BY BHEL: International Awards
Shri R.S. Babu, GM, BAP-Ranipat received the prestigious Keith Hartley memorial
medallion for the year 2000 at the international welding conference organized by
the international institute of welding for his outstanding contribution to weld
ing technology in the country.
National Awards
PMs Shram Awards National Productivity councils productivity performance awards
Vihswakarma Rahtriya Puruskars
18

National Safety Awards

Golden Peacock National Quality Awards
Engineering Export
Promotion Councils (EEPC) Award Inssan Awards
Value engineering Awards Energy co
nservation Awards
Ecological Awards
Best Executive Awards
Samman Patra Best empl
oyer for physically handicapped
Best Physically Handicapped employee Award Infor
mation Technology Professional Award Seven employees of Tiruchirapally unit won
the govt. of Tamil Nadu award for outstanding workers, Tamilaga Arasin Uyarntha u
zhaipalar viruthu. For the year 1997.
19

BHELs CLIENTS BHELS STRENGTH

Major Clients POWER
State Electricity Boards / Power corporations (SEBs/ PCs)
National Thermal Power
Corporation (NTPC) National Hydroelectric power corporation Ltd. (NHPC) Nuclear
Power Corporation Damodar valley corporation (DVC)
Ahmedabad Electricity Co.
Ta
ta Electric Company Neyveli Lignite Corporation
Durgapur Projects Limited
Kolkat
a Electric Supply Co. Gujarat Industries Power Co. Power &Development Department
(J&K) North Eastern Electric Power Corporation
Bombay sub urban Electric supply
Co. (BSES) Independent Power Producers (IPPs)
20

TRNSMISSION
State Electricity Boards / Power Corporations (SEBs/PCs)
opment Corporation Ltd.
Temigjat vidyut Nigam Ltd.

West Bengal Power Devel

National Thermal Power Corporation (NTPC)

Rashtriya Ispat Nigam Ltd.
nic & Chemicals Ltd. National Fertilizer Ltd.

Indian Orga

INDUSTRY
National Aluminum Co. (NALCO)
Hindustan Aluminum Co. (HINDALCO)
Steel Authority
of India Ltd. (SAIL) BALCO
Tata Iron & steel Co. (TISCO)
Hindustan Copper Ltd. (
HCL) Hindustan Zinc Ltd.
JP Rewa cement
21

L&T Cement
Raymond Cement
Rajshree Cement
Cement Corporation of India
Hindustan
Fertilizers &Chemical Ltd. Indian Farmer & Fertilizers Cooperative (IFFCO)
Hindu
stan paper Corporation JK paper mill
Grasim Industries
Hindustan sugar
Mysore Su
gar Indian Oil Corporation (IOC)
IPCL
HPCL Reliance Industries
Oil and Natural G
as Corporation (ONGC)
Gas authority of India Ltd. (GAIL) Defense Ministry
TRANSPORTATION
Indian railways

Port Trusts 22

Steel Plants

Cement Plants

INTRODUCTION
BHARAT HEAVY ELECTRICALS LIMITED IP JAGDISHPUR
23

INTRODUCTION
BHEL JAGDISPUR UNIT AN INSIDE VIEW
BHEL 11th manufacturing unit located at Jagdishpur U.P in Sultanpur district is
North Indias first integrated insulator plant. It is located on the Lucknow Sulta
npur national highway 78 k.m. From Lucknow. The land (150 acres for factory and
50 acres for township) for the establishment of Jagdishpur unit was purchased in
November 1981 and the foundation stone of this plant was laid down by MR.RAJIV
GANDHI on 10th February,1982 and was inaugurated by prime minister of India SMT.
INDIRA GANDHI on 3rd March,1984 . BHELs previous experience in ceramic field blen
ded with that of NKG, Japan worlds Leader in insulator technology set the pace fo
r commissioning of this plant. This unit has been provided with the most modern
and sophisticated facilities, and was commissioned in record time of 18 months.
The plant is geared to produce 19 thousand tons of disc insulator annually and o
ne thousand tons of Ly. Of insulators. Over the year lot of technological innova
tion have taken place in the plant, which has streamlining of manufacturing proc
esses and has taken it in to the level of best industry. 24

New type of disc insulator has also been introduced periodically and today it ma
nufactures disc insulators up to 160-KN strength ranging from normal to anti-fog
type. Since 1994 low-tension types of insulators are also been introduced in th
e product range in addition to supplies to domestic market quantity have also be
en exported to countries like UK and South Africa.
The Plant has till date executed many prestigious export contrac5t and has suppl
ied these insulators to Turkey, Malaysia, Tobago, Ghana and Nigeria etc. In pres
ent era of liberalization the company has not only gone for diversification but
also has taken concrete measures or organizational and product improvement adopt
ing the TQM (Total Quality Management) approach. In present world an attempt has
been made to system erotically analyze the export market requirements of insula
tors and identify the product forming bulk Exports. The world market scenario of
insulators imports has been presented with a view to provide strategic global m
arket information for insulators exports. BHELs Jagdishpur insulator plant has de
veloped into one of the Indias biggest disc insulator manufacturing centers with
the most stream lined layout and modern technology it has provisions to cope up
with latest technological advances in the ceramic need.
25

PRODUCTS OF BHEL,IP JAGDISHPUR

26

PRODUCTS
This unit of BHEL was setup for the production of insulators, but at present, it
is also manufacturing one more product i.e. Ceramic Liner (ceralin). Thus, ther
e are two products
1.
Insulator (main Product)
2. Ceralin
PRODUCTS
INSULATOR
CERALIN
27

INSULATOR
INSULAOR AND ELECTICITY PYLON
28

INTRODUCTION OF INSULATORS
The insulators for overhead lines provide insulation to power conductors from gr
ound. The insulators are connected to cross arms conductors pass through the cla
mp of the insulators. The insulators are mainly made up of either glazed porcela
in or toughened glass. The materials used for porcelain are silica-20% feldspar
30% and clay 50%. The porcelain should be ivory white, sound and free from defec
ts. It should be vitrified because the presence of air lowers the dielectric str
ength of the porcelain. It is therefore desirable that porcelain to be used for
insulator should be air free and impervious to the entrance of liquid and gases.
The dielectric strength of porcelain should be 15 to 17 KV for every 1/10th inc
h thickness. Normally it is difficult to manufacture homogenous porcelain, there
fore for an operating voltage two or more piece construction is adopted in which
each piece is glazed separately and then they are cemented together. Porcelain
is mechanically strong, less by temperature and has minimum leakage problem. Tou
ghened glass is also sometimes used for insulators because it has higher dielect
ric strength (53 for 1/10th inch thickness), which makes it possible to make use
of single piece construction The unit was established for manufacturing the Dis
k 29

Insulators of different ratings (45 KN to 160 KN) for high voltage transmission
line (up to 400 KV). The production volume has been continuously stepped up to 6
190 CMT whereas installed capacity is of 6050 CMT. The unit is Indias manufacture
of High-Tension Porcelain Disk Insulator and Distribution Line insulator like H
obbin/ Shackle, pin guy/ stay/ strain, cap and pin type insulators. This unit is
equipped with highly sophisticated plant and machinery. The unit also offers we
ar resistant high- Alumna Ceramic lining material for power steel, Cement and mi
ning industries, as well as a wide range of industrial Ceramics.
TYPE OF INSULATORS
There are there types of insulators for overhead lines. They are: (1) Pin tube (
2) Suspension type (3) Strain type
PIN TYPE
The pin type insulators are normally used up to 33 KV. In any case it is not des
irable to use them beyond 50 KV as the cost of the insulators become very high.
SUSPENSION TYPE
30

Suspension insulators in addition to being economical as compared to pin type fo

r voltages more than 33 KV have the following further advantage: (1) Each insula
tor is designed for 11 KV and hence for any operating voltage
a string of insulators can be used. (2) In case of failure of one of the units i
n the string, only that particular unit
needs replacements. (3) Adding suitable number of discs can increase the operati
ng voltage of
existing transmission.
STARIN TYPE
Strain insulators are placed in horizontal plane than the vertical plane as in c
ase of suspension. These are used to take the tension of conductors at the line
terminals, angle towers, road crossings and the junction of the overhead lines w
ith cables. For low voltages of the order of 11 KV, the shackle insulators are u
sed.
31

CERALIN
32

Ceralin is a brand name of Ceramic Lining. Ceralin the ceramic wear resistant ma
terial is designed and developed to resist wear for optimum performance of such
industries in most arduous conditions.
Ceralin is special Aluminum Oxide Ceramic developed specifically as resistant ma
terial with most modern facilities to product undue abrasion and erosion of mate
rial handling equipments to avoid wasteful downtime of industry. Ceralin has hos
ter resistant characteristics compared to conventional materials like alloy stee
l, Bassett. Rubber and polymers due to its extreme hardness coupled with a stron
g tough matrix that holds the Alumna wide crystals in place. Ceralin is the best
economical choice to protect the undue wear of abrasive handing equipments of i
ndustry and application of Ceralin results in better operation and maintenance.
PRODUCT OF CERALIN
Ceralin is manufactured in the form of tiles, which can be assembled as lining o
n to surface to be protested against wear. Depending on geometry and functional
requirements, these are made in various shapes, listed below:
Curved plain tiles
33

Curved weld on tiles

Flat plain Tiles

Flat weld on tiles

Other shapes based on Application.

AREAS OF APPLICATION
Ceralin has a very wide range of applications in all industries handing with abr
asive and erosive materials due to its superior wear resistant characteristics c
oupled with chemically inert and high temperatures characteristics as explained
above. The few applications are as below:
POWER SECTOR
Pulverized fuel bends, classifier cones of bowl mills, mill discharge valve, mul
tiple port outlet, fuel inlet elbows, mill outlet, ore hopper, coke oven plant (
chutes, coke bunkers).
COAL SECTOR
34

Feed chutes, centrifuge bowl, screw conveyor, lauders, slurry pipes, Hoppers.
STEEL SECTOR
Sinter plants (cyclone chutes, Hoppers), Blast furnace (venture scrubber from or
e discharge chute, ore hopper), coke oven plant (chute, coke bunkers).
CEMENT SECTOR
Feed chutes, dust collectors, cyclones air separators.
REFINERIES
Pump boxes, chutes, centrifuge bowls, ceramic nozzles.
QUALITY CHECKS
A series of quality and process checks, ensure a high degree of quality of ceral
in. Periodic checks both and sample basis are made to maintain the process param
eters within limits and to eliminate directs.
MAN POWER OF BHEL- IP JAGDISHPUR
Total manpower of unit isExecutive: Worker & supervisors: 55 479 35

Total manpower is:

524
AWARDS
BHEL, Jagdishpur unit has also won the award of safety for many years. The award
known by the name of average frequency rate have been won for the year, 1986-87
,1990, 1992, 1994.
The jagdishpur unit has got certification of ISO: 9001 on December 1993 which wh
ich certifies this unit for Design and manufacturing of porcelain insulators, Abr
asion resistant ceramic lines, and steel casing lined with ceramic liners. This p
lant has also achieved ISO: 14001 and OHSAS 18001 certification. BHEL sets up ne
w Centralized Stamping Unit at Jagdishpur; Sh. Rahul Gandhi, MP, dedicates the n
ew plant to the Nation. BHEL has been committed to the nations power development
programmed and has reaffirmed its commitment to the Indian Power Sector by equip
ping itself for the future, by way of technology, facilities and trained manpowe
r to meet the countrys power forecast for the 11th Plan and beyond. For this, it
has already enhanced its manufacturing capacity to 10,000 MW per annum and is fu
rther augmenting it to 15,000 MW per annum which is proceeding apace and plans a
re afoot to hike it further to 20,000 MW by 201112.
36

Seeking collaboration in human resource development

BHEL s Human Resource Development Institute (HRDI) has skills in the areas of Ma
nagement training, Research, Consultancy, Organizational Development and Manpowe
r Planning. Over the years, the institute has acquired proficiency in imparting
training to professionals in the field of Strategic management, Contract managem
ent, Marketing management, Project management, Human Resource management, Activi
ty based costing, Performance management, Emotional Intelligence, Values Laborat
ory, Human-process Laboratory, Leadership Development, Team Building, Trainer De
velopment, and other functional and behavioral areas of management. The institut
e has acquired core competency in consultancy services specifically in the field
of Contract management, Performance management, Human Resource management and O
rganization Development, and being an experimentation ground for innovations in
Human Resource management, has set a number of benchmarks. Further, in order to
enable the Human Resource Development strategies and interventions to extend mor
e support to enhance the self-renewal capability of individuals and to optimize
the use of emerging information techniques in management, initiatives have been
taken to constitute three areas of excellence viz. Business development Organiza
tion development Technology development BHEL s Human Resource Development Instit
ute, with its standing of a respectable center of learning, seeks collaboration
in the above activities with other Management Institutes and in-house
37

Human Resource Development institutes of national and international repute with

a prime objective of mutually sharing the resources and expertise for competency
building in various areas by jointly conducting training programmers, seminars,
workshops, conferences, consultancy, action research, case-study development an
d academic activities to achieve greater heights. The main focus of such collabo
rative ventures would be to bridge the gaps and overcome the barriers, which are
likely to emerge in the turbulent future. BHEL s Human Resource Development Ins
titute is extending its invitation and intends to collaborate with leading Manag
ement Institutes and in-house Human Resource Development Institutes in India and
abroad to identify and work together on new frontiers of Human Resource Develop
ment.
38

S- STRENTH W- WEAKNESS O- OPPORUNITY T- THEARTS

39

SWOT ANALYSIS
SWOT ANALYSIS
STRENGTHS:

World-wide Network
Government Support.
Grand Financial Sources of the Organization. Easy Availabili
ty of Labour.
No Direct Marketing to Individuals.
Production at large scale.
Fewer Competitors in the Private Sector.
40

WEAKNESSES:
Lack of Quick Availability of Raw Materials at the work place.
High Sensitivity
of some products (like insulators) Inherent weakness of public sector undertakin
gs. Political interference.
Remote Locations.
Limited Capacity of Plants.
OPPORTUNITIES:
Managing Working Capital and Financial Sources.
Managing Human Resource (Main Po
wer). Expansion of Plant.
Increasing Workers Participation in Management.
Compet
e to Private Sector Firms. Provide better Quality Products to the Industry.
41

To enhance better work culture.

Increasing Net Profit.

THREATS:
Government Privatization.
Government Intention to Create New PSOs for Power Proj
ect. Policies of Globalization and
Production of
Increasing Labour Cost (Market Price).
Increasing Political Interference in Internal matters of Company.
42

Organizational Chart
43

44

PART 2
45

JOB SATISFACTION
46

AN OVERVIEW
JOB SATISFACTION INTRODUCTION
Job satisfaction is not the same as motivation. It is more if an attitude, an in
ternal state of the person concerned. It could, for example, be associated with
a personal feeling of achievement. Job satisfaction is an individuals emotional r
eaction to the job itself. It is his attitude towards his job.
Definitions:
Job satisfaction does not seem to reduce absence, turnover and perhaps accident r
ates.
-Robert L. Kahn
47

Job satisfaction is a general attitude towards ones job: the difference between th
e amount of reward workers receive and the amount they believe they should recei
ve. -P. Robbins
Job satisfaction defines as The amount of over all positive affect (or feeling) t
hat individuals have toward their jobs. -Hugh J. Arnold and Daniel C. Feldman
Job satisfaction is the amount of pleasure or contentment associated with a job.
If you like your job intensely, you will experience high job satisfaction. If yo
u dislike your job intensely, you will experience job dissatisfaction. By Andrew
J DuBrins, The practice of supervision, New Delhi Job satisfaction is one part o
f life satisfaction. The environment influences the job. Similarly, since a job
is important part of life, job satisfaction influences ones general life satisfac
tion. Manager may need to monitor not only the job and immediate work environmen
t but also their employees attitudes towards other part of life.
48

JOB
FAMILY
POLITICS
LIFE
LEISURE
RELATED ELEMENT OF LIFE SATISFACTION
Human life has become very complex and completed in now-a-days. In modern societ
y the needs and requirements of the people are ever increasing and ever changing
. When the people are ever increasing and ever changing, when the peoples needs
are not fulfilled they become dissatisfied. Dissatisfied people are likely to co
ntribute very little for any purpose. Job satisfaction of industrial workers us
very important for the industry to function successfully. Apart from managerial
and technical aspects, employers can be considered as backbone of any industrial
development. To utilize their contribution they should be provided with good wo
rking conditions to boost their job satisfaction. Any business can achieve succe
ss and peace only when the problem of satisfaction and dissatisfaction of worker
s are felt understood and solved, problem of efficiency absenteeism labour turno
ver require a social skill of understanding human problems
49

and dealing with them scientific investigation serves the purpose to solve the h
uman problems in the industry. a) Pay. b) The work itself. c) Promotion d) The w
ork group. e) Working condition. f) Supervision.
PAY
Wages do play a significant role in determining of satisfaction. Pay is instrume
ntal in fulfilling so many needs. Money facilities the obtaining of food, shelte
r, and clothing and provides the means to enjoy valued leisure interest outside
of work. More over, pay can serve as symbol of achievement and a source of recog
nition. Employees often see pay as a reflection of organization. Fringe benefits
have not been found to have strong influence on job satisfaction as direct wage
s.
THE WORK ITSELF
Along with pay, the content of the work itself plays a very major role in determ
ining how satisfied employees are with their jobs. By and large, workers want jo
bs that are challenging; they do want to be doing mindless jobs day after day. T
he two most
50

important aspect of the work itself that influence job satisfaction are variety
and control over work methods and work place. In general, job with a moderate am
ount of variety produce the most job satisfaction. Jo