1

A study on
Employees Job Satisfaction
with reference to
TATA PIGMENTS, Jamshedpur
SUBMITTED BY
POULAMI PRASAD
1234110123
UNDER THE ESTEEMED GUIDANCE OF
Dr. Ch. Seetharam
Assistant Professor

GITAM INSTITUTE OF MANAGEMENT
GITAM UNIVERSITY, VISAKHAPATNAM
(2010-2015)

2




DECLARATION

I hereby declare that the project work titled A Study on Employees Job Satisfaction with ref
to TATA Pigments is submitted by me under the guidance of Dr.Ch. Seetharam Asst. Prof,
GIM, GU. The data collected by my own and has not been submitted to any other university or
institution or Examining body or board for the award of any certificate Or degree or diploma.

Poulami Prasad
1234110123


3

CERTIFICATE

This is to certify that this report titled A Study on Employees Job Satisfaction with ref to
TATA Pigments in partial fulfillment of the requirement for the award of the Degree of
Integrated Master of Business Administration to GITAM INSTITUTE OF MANAGEMENT,
GITAM UNIVERSITY, Visakhapatnam is a bona-fide work carried out by him under my
guidance.




Dr. Ch. Seetharam
Date: Asst. Professor
Visakhapatnam GITAM Institute of Management










4

ACKNOWLEDGEMENT
.
I also would like to express my profound gratitude to PROF .K. SIVARAMAKRISHNA, Dean
& Principal GITAM INSTITUTE OF MANAGEMENT, GITAM UNIVERSITY for
necessary cooperation extended to me in doing my project work.
I extend my heartfelt thanks to Prof. P. Sheela Vice Principal GIM, GITAM University who
has been a staunch pillar of support to do our project.
I take this opportunity to acknowledge my sincere thanks to Dr. K. Kusuma Coordinator of
IMBA whose cooperation and valuable guidance helped me to enhance my knowledge in
completing my project report.
With my immense pleasure I would like to express my sincere thanks to my project guide for
giving Dr. Ch. Seetharam Asst. Prof, GIM, GU me this opportunity to successfully complete
my project work.
I express my deep sense of gratitude to the management of TATA Pigments for giving me this
opportunity to study Employees Job Satisfaction in their esteemed organization
I would humbly thank the representatives and employees of and all those individuals who made
this study making it a success, giving their support directly and indirectly.


Poulami Prasad
1234110123





5

Contents
Section 1: Theoretical framework / Conceptual framework 1
A. Main subject 2
B. Topic related concepts 4
Section 2: need of the study 6
Objectives of the study 7
Scope of the study 8
Research design 9
Data collection method
Data tabulation
Analysis method

Section 3: Organization profile 11
a) Pigments Industry 12
b) Organization profile 14

Section 4: Data Analysis & Interpretation 19
Section 5: Findings, Suggestions and Conclusions 44
Bibliography 48
Annexure 49



6


Executive Summary

This report deals with the Human Resource used in the company. It is necessary to recognize the
essential role that Job Satisfaction plays in establishing a role of the employees in the company.
Research indicates that Employees Job Satisfaction serve as the fundamental underpinning of
Human Resource plans designed to fill Employees needs and reach their objectives.

I have studied and analyzed the Employees job Satisfaction at TATA Pigments. In the process I
found that in order to retain the employees we need to provide them with the best possible
facilities and services. Satisfied employees will provide best output and will be loyal to their
organization.









7








Chapter 1
Theoretical framework /
Conceptual framework
8

Job satisfaction
Job satisfaction is defined as "the extent to which people like (satisfaction) or dislike
(dissatisfaction) their jobs
Job satisfaction can simply be defined as the feelings people have about their jobs.

It has
been specifically defined as a pleasurable, emotional state resulting from the appraisal of
ones job, an affective reaction to ones job, and an attitude towards ones job. These
definitions suggest that job satisfaction takes into account feelings, beliefs, and behaviors.

Affect theory
Edwin A. Lockes Range of Affect Theory (1976) is arguably the most famous job satisfaction
model. The main premise of this theory is that satisfaction is determined by a discrepancy
between what one wants in a job and what one has in a job. Further, the theory states that how
much one values a given facet of work (e.g. the degree of autonomy in a position) moderates
how satisfied/dissatisfied one becomes when expectations are/arent met. When a person values
a particular facet of a job, his satisfaction is more greatly impacted both positively (when
expectations are met) and negatively (when expectations are not met), compared to one who
doesnt value that facet.
Dispositional theory
Another well-known job satisfaction theory is the Dispositional Theory. It is a very general
theory that suggests that people have innate dispositions that cause them to have tendencies
toward a certain level of satisfaction, regardless of ones job. This approach became a notable
explanation of job satisfaction in light of evidence that job satisfaction tends to be stable over
time and across careers and jobs. Research also indicates that identical twins have similar levels
of job satisfaction.
Opponent process theory
According to opponent process theory, emotional events, such as criticisms or rewards, elicits
two sets of processes. Primary processes give way to emotions that are steady with the event in
question. Events that seem negative in manner will give rise to the feelings of stress or anxiety.
Events that are positive give rise to the feeling of content or relaxation. The opponent process
theory was formulated to explain these patterns of observations.
9

Equity theory
Equity Theory shows how a person views fairness in regard to social relationships. During a
social exchange, a person identifies the amount of input gained from a relationship compared to
the output, as well as how much effort another persons puts forth. Equity Theory suggests that if
an individual thinks there is an inequality between two social groups or individuals, the person is
likely to be distressed because the ratio between the input and the output are not equal.

For example, consider two employees who work the same job and receive the same benefits. If
one individual gets a pay raise for doing the same or less work than the other, then the less
benefited individual will become distressed in his workplace. If, on the other hand, one
individual gets a pay raise and new responsibilities, then the feeling of inequality is reduced.
Discrepancy theory
The concept of self-discrepancy theory explains the ultimate source of anxiety and dejection. An
individual, who has not fulfilled his responsibility feels the sense of anxiety and regret for not
performing well, they will also feel dejection due to not being able to achieve their hopes and
aspirations. According to this theory, all individuals will learn what their obligations and
responsibilities for a particular function, over a time period, and if they fail to fulfill those
obligations then they are punished.
Two-factor theory (motivator-hygiene theory)
Frederick Herzbergs Two-factor theory (also known as Motivator Hygiene Theory) attempts to
explain satisfaction and motivation in the workplace.
[14]
This theory states that satisfaction and
dissatisfaction are driven by different factors motivation and hygiene factors, respectively. An
employees motivation to work is continually related to job satisfaction of a subordinate.
Motivation can be seen as an inner force that drives individuals to attain personal and
organizational goals. Motivating factors are those aspects of the job that make people want to
perform, and provide people with satisfaction, for example achievement in work, recognition,
promotion opportunities. These motivating factors are considered to be intrinsic to the job, or the
work carried out.

Hygiene factors include aspects of the working environment such as pay,
company policies, supervisory practices, and other working conditions.
10

Job characteristics model
Hackman & Oldham proposed the Job Characteristics Model, which is widely used as a
framework to study how particular job characteristics impact on job outcomes, including job
satisfaction. The model states that there are five core job characteristics (skill variety, task
identity, task significance, autonomy, and feedback) which impact three critical psychological
states (experienced meaningfulness, experienced responsibility for outcomes, and knowledge of
the actual results), in turn influencing work outcomes (job satisfaction, absenteeism, work
motivation, etc.). The five core job characteristics can be combined to form a motivating
potential score (MPS) for a job, which can be used as an index of how likely a job is to affect an
employee's attitudes and behaviors. A meta-analysis of studies that assess the framework of the
model provides some support for the validity of the JCM.
Measuring job satisfaction
There are many methods for measuring job satisfaction. By far, the most common method for
collecting data regarding job satisfaction is the Likert scale (named after Rensis Likert). Other
less common methods of for gauging job satisfaction include: Yes/No questions, True/False
questions, point systems, checklists, and forced choice answers. This data are sometimes
collected using an Enterprise Feedback Management (EFM) system.
The Job Descriptive Index (JDI) is a specific questionnaire of job satisfaction that has been
widely used. It measures ones satisfaction in five facets: pay, promotions and promotion
opportunities, coworkers, supervision, and the work itself. The scale is simple, participants
answer either yes, no, or cant decide (indicated by ?) in response to whether given statements
accurately describe ones job.
A related scale is the Job in general index, which asks employees how satisfying their job is in a
broad overall sense. In certain situations, it can be more useful than the JDI because rather than
focusing on individual facets, it asks about work satisfaction in general.
Other job satisfaction questionnaires include: the Minnesota Satisfaction Questionnaire (MSQ),
the Job Satisfaction Survey (JSS), and the Faces Scale. The MSQ measures job satisfaction in 20
facets and has a long form with 100 questions (five items from each facet) and a short form with
20 questions (one item from each facet). The JSS is a 36 item questionnaire that measures nine
facets of job satisfaction. Finally, the Faces Scale of job satisfaction, one of the first scales used
widely, measured overall job satisfaction with just one item which participants respond to by
choosing a face.



11

Creating Job Satisfaction
Organizations can help to create job satisfaction by putting systems in place that will
ensure that workers are challenged and then rewarded for being successful. Organizations
that aspire to creating a work environment that enhances job satisfactionneed to
incorporate the following:
Flexible work arrangements, possibly including telecommuting
Training and other professional growth opportunities
Interesting work that offers variety and challenge and allows the
worker opportunities to "put his or her signature" on the finished product
Opportunities to use one's talents and to be creative
Opportunities to take responsibility and direct one's own work
A stable, secure work environment that includes job security/continuity
An environment in which workers are supported by an accessible supervisor
who provides timely feedback as well as congenial team members
Flexible benefits, such as child-care and exercise facilities
Up-to-date technology
Competitive salary and opportunities for promotion


Workers' Roles in Job Satisfaction
If job satisfaction is a worker benefit, surely the worker must be able to contribute to his or her
own satisfaction and well-being on the job. The following suggestions can help a worker find
personal job satisfaction:
Seek opportunities to demonstrate skills and talents. This often leads to more challenging work
and greater responsibilities, with attendant increases in pay and other recognition.
Develop excellent communication skills. Employers value and reward excellent reading,
listening, writing, and speaking skills.
Know more. Acquire new job-related knowledge that helps you to perform tasks more
efficiently and effectively. This will relieve boredom and often gets one noticed.
Demonstrate creativity and initiative. Qualities like these are valued by most organizations and
often result in recognition as well as in increased responsibilities and rewards.
Develop teamwork and people skills. A large part of job success is the ability to work well with
others to get the job done.
Accept the diversity in people. Accept people with their differences and their imperfections and
learn how to give and receive criticism constructively.
See the value in your work. Appreciating the significance of what one does can lead to
satisfaction with the work itself. This helps to give meaning to one's existence, thus playing a
vital role in job satisfaction.
Learn to de-stress. Plan to avoid burnout by developing healthy stress-management techniques.


12














Chapter 2
a) Need of study
b) Objective of the study
c)Scope of the study
d)Research design




13

Need of study

The Organization reaches to its zenith in this competitive global market if their employees are highly satisfied and

feels very proud of working in the organization. Most of the Organization recognized the impact of Employee

Satisfaction in its growth. Satisfied employees tend to be more productive, creative and committed to their

company. Company who can create work environment that attract, motivate and retain hard-working individuals

will be better positioned to succeed in a competitive global environment that demands quality and cost-efficiency.

The need to survey is also essential when there is high or growing turnover rate, excessive rumors, contemplated

changes in pay and benefits.


Employee Satisfaction Survey is evaluated yearly or half-yearly for effectiveness in measuring achievement of

personal and organizational goals.

14

Objective of study

The objective of my study is as follows:

The main objective of the study was to assess the employee satisfaction in Tata pigments Limited.

To study the level of awareness about companys goals, challenges and job satisfaction.

To measure the contentment of employees about the physical-environment and social-environment of
the company.

To measure the impact of rewards and recognition.

To understand the familiarity of employee about the communication, leadership and decision making of
the company.

To analyze the knowledge of employee about the training and development programme.

To recommend steps and ways of improving employee satisfaction.














15

Scope of the study

The scope of the study of my project Employee Job Satisfaction in Tata Pigments Limited is very immense.


It covers the different aspects used to solidly measure the employee satisfaction level such as: Overall Job

satisfaction, Satisfaction with the work, Pay satisfaction, Benefits satisfaction, Promotion/career Advancement,

Supervisory Consideration, Supervisory Promotion of teamwork and participation, Human resources/Personnel

policies, Concern for Employees, Productivity/Efficiency, Training & Development, Physical Working

Conditions, Customer Service, Strategy/Mission, Job Stress etc.


The study has been limited to Tata Pigments Limited which includes officers and supervisors of different

departments of all age, qualification, and experience that I have considered as a part of samples of my research.


The questionnaire used for the purpose of study has been so designed to encompass all the above key aspects

officers and supervisors of different departments by which I can assess the effectiveness of employees satisfaction

Tata Pigments Limited.











16

DATA COLLECTION
For any study there must be data for analysis purpose. Without data there is no means of
study. Data collection plays an important role in any study. It can be collected from various
sources. I have collected the data from two sources which are given below:
1. Primary Data
Personal Investigation
Observation Method
Information from correspondents
Information from superiors of the organization
Questionnare
2. Secondary Data
Published Sources such as Journals, Government Reports, Newspapers and Magazines
etc.
Unpublished Sources such as Company Internal reports prepare by them given to their
analyst & trainees for investigation.
Websites like TATA Pigments official site, some other sites are also searched to find
data.
Questionnaire is filled by 18 employees of TATA Pigments, Jamshedpur. The questionnaire was
filled in the office and vital information was collected which was then subjects to:-
A pilot survey was conducted before finalizing the questionnaire.
Data collection was also done with the help of personal observation.
After completion of survey the data was analyzed and conclusion was drawn.
At the end all information was compiled to complete the project report.

17







Chapter 3
a) Industry profile
b) Organization profile
c) Topic profile in the organization



18

Pigments Industry
A pigment is a material that changes the color of reflected or transmitted light as the result
of wavelength-selective absorption. This physical process differs
from fluorescence, phosphorescence, and other forms of luminescence, in which a material emits
light.
Many materials selectively absorb certain wavelengths of light. Materials that humans have
chosen and developed for use as pigments usually have special properties that make them ideal
for coloring other materials. A pigment must have a high tinting strength relative to the materials
it colors. It must be stable in solid form at ambient temperatures.
For industrial applications, as well as in the arts, permanence and stability are desirable
properties. Pigments that are not permanent are called fugitive. Fugitive pigments fade over time,
or with exposure to light, while some eventually blacken.
Pigments are used for coloring paint, ink, plastic, fabric, cosmetics, food and other materials.
Most pigments used in manufacturing and the visual arts are dry colorants, usually ground into a
fine powder. This powder is added to a vehicle (or binder), a relatively neutral or colorless
material that suspends the pigment and gives the paint its adhesion.
Pigments appear the colors they are because they selectively reflect and absorb certain
wavelengths of visible light. White light is a roughly equal mixture of the entire spectrum of
visible light with a wavelength in a range from about 380 or 400 nanometers to about 760 or
780 nm. When this light encounters a pigment, parts of the spectrum are absorbed by
the chemical bonds of conjugated systems and other components of the pigment. Some other
wavelengths or parts of the spectrum are reflected or scattered. Most pigments are charge-
transfer complexes, like transition metal compounds, with broad absorption bands that subtract
most of the colors of the incident white light. The new reflected light spectrum creates the
appearance of a color. Ultramarine reflects blue light, and absorbs other colors. Pigments,
unlike fluorescent or phosphorescent substances, can only subtract wavelengths from the source
light, never add new ones.
Other properties of a color, such as its saturation or lightness, may be determined by the other
substances that accompany pigments. Binders and fillers added to pure pigment chemicals also
have their own reflection and absorption patterns, which can affect the final spectrum. Likewise,
19

in pigment/binder mixtures, individual rays of light may not encounter pigment molecules, and
may be reflected as is. These stray rays of source light contribute to the saturation of the color.
Pure pigment allows very little white light to escape, producing a highly saturated color. A small
quantity of pigment mixed with a lot of white binder, however, will appear desaturated and pale,
due to the high quantity of escaping white light.

















20

TATA PIGMENTS
A national player, one of the largest producers of synthetic iron oxide pigments in India Tata
Pigments Ltd enjoys the special privilege of having the license of Bureau of Indian
Standards. It occupies a coveted place among the manufacturers of paints, building materials,
plastic, rubber goods, paper and ink.

Formed way back in 1927, Tata Pigments Ltd has steadily progressed, introducing new products
and facilities, and upgrading its processes to more modern and technically savvy methods and
machineries. Evolving continuously, TPL presently sports a state-of-the-art plant in the country.
The Company adopted the direct Red Precipitation-cum-Hydrolysis process for the manufacture
of synthetic Red Iron Oxide pigments and also upgraded the seed-making technology for yellow
iron oxide pigment, ensuring a pollution-free environment. The technology was obtained from
USA. Like a true Tata Enterprise, TPL in the conduct of its business affairs, complies with
regulations on preservation of environment, ascertaining an eco-friendly balance in its vicinity.

TPLs product, the TATA RED brand- synthetic red iron oxide suited for floor application, is
not only a leader in floor color segment, but is also synonymous with quality. To compliment the
wide spectrum of colors, the Company also introduced Tata Black, Tata Yellow, Tata Green,
Tata Blue and Tata Pink. It may be worth mentioning TPL is now an international player.

TPL widened its scope of product range, and to further substantiate its area of business,
Cemplus from Tata Pigments, dry cement paint in 1994, water-based emulsion paint, Ecoplus
in 2003, which is an exterior paint in 14 shades, Ecoplus, acrylic distempers in 18 shades in
2004 completed the range of materials required for adorning a building were launched. Started
78 years ago, Tata Pigments Ltd has traversed a long distance to attain the position of the largest
producer of synthetic iron oxide pigments of India that it now enjoys.
Tata Pigments Ltd is the outcome of the House of Tatas commitment to preserve the
environment and conserve the natural resources. Thus, Tata Steel, in the 1920s, decided against
the discharge of acidic waste pickle liquor from their Sheet Mills in the river, and instead,
decided to treat it in an environment friendly manner. At the time of its creation, Tata Pigments
was known as the Tatanagar Chemicals Ltd and was primarily established with the objective of
protecting the natural water resource, creation of wealth from the waste and production of a
material, which till then was not produced in the country.
The Company has undergone a change of name several times. When Tata Steel, in 1937, took
over the company, it was renamed Chemico. Diversifying in to newer ventures, Tata Pigments
started the production of Sodium and Potassium Ferro-cyanide, by utilizing the Cyanide Sludge
from coke oven gas washing plant within Tata Steel. This venture undertaken in collaboration
with Beco Chemicals, West Germany, entailed another change of name for Tata Pigments- from
Chemico to Cyanides & Pigments Ltd. This was in 1959, but the project was suspended for
21

technical reasons and in 1962, the then Indian Tube Company Ltd (ITC) acquired the interests of
Beco Chemicals, facilitating an equal partnership between Tata Steel and ITC.

The amalgamation of ITC with Tata Steel accorded Tata Pigments the status of a wholly owned
subsidiary of Tata Steel and its name once again underwent a change. Finally in 1985, the
company was named Tata Pigments Ltd. Since then, Tata Pigments Ltd has steadily
progressed, introducing new products and facilities, and upgrading its processes to more modern
and technically savvy methods and machineries. The migration from natural iron oxides to
indigenously manufactured synthetic red iron oxide and more sophisticated technologies,
resulted in a demand for high chroma colours, product consistency and increased chemical
purity. Earlier, natural iron oxides were used to produce relatively inexpensive pigments in a
wide range of red, yellow, brown and black for use in coatings and construction industries.

Evolving continuously, TPL presently sports a state-of-the-art plant in the country. The
Company adopted the direct Red Precipitation-cum-Hydrolysis process for the manufacture of
synthetic Red Iron Oxide pigments and also upgraded the seed-making technology for yellow
iron oxide pigment, ensuring a pollution-free environment. The technology was obtained from
USA. Like a true Tata Enterprise, TPL in the conduct of its business affairs, complies with
regulations on preservation of environment, ascertaining an eco-friendly balance in its vicinity.

The TATA RED brand- synthetic red iron oxide suited for floor application, launched in 1987
is not only a leader in floor color segment, but is also synonymous with quality. Tata Pigments
Ltd continued to grow rapidly, introducing Tata Black, Tata Yellow, Tata Green, Tata Blue and
Tata Pink to compliment the wide spectrum of colors. It may be worth mentioning TPL is now
an international player.

TPL widened its scope of product range, and to further substantiate its area of business,
Cemplus from Tata Pigments, dry cement paint in 1994, water-based emulsion paint, Ecoplus
in 2003, which is an exterior paint in 14 shades, Ecoplus, acrylic distempers in 18 shades in
2004 completed the range of materials required for adorning a building were also launched.
Started 78 years ago, Tata Pigments Ltd has traversed a long distance to attain the position of the
largest producer of synthetic iron oxide pigments of India that it now enjoys.




22

Areas of business:
The company is engaged in the production of synthetic red and yellow oxides of iron. Tata
Powders have been developed for cement floors in a range of colors that have been well received
in the marketplace. It also manufactures dry cement paint for exterior application under the brand
name Cemplus, and is exploring the possibilities of manufacturing liquid paint for exterior
application, and phenolic resins that are used in refractories and foundries.

The companys products are exported to the UK. Its product line is being exported to Indonesia
and Nepal and plans to expand the network to the Middle East, Sri Lanka and Bangladesh are
underway.
Pigments
Tata Pigments Ltd is a manufacturer of pigments in India, the proud recipient of the Bureau of
Indian Standards License for Synthetic Red Iron Oxide.

Usage:
Primarily industrial colours, the synthetic Red, Yellow, Orange and Black Oxides of iron are
used in the paint, rubber, paper, polishing rouge, ceramic, linoleum, wall paper industries, These
oxides are also found in plastic asphalt, cement colours, mosaic tiles and flooring, and in
foundries, such as, core making and ferrite used in the electronic industries.

Packaging:
The product is packed in 25 kg / 50kg laminated HDPE bags with an inside liner.
Products:
TATA PIGMENTS holds a coveted place among the manufactures of
Paints
Building Materials
Plastic
Rubber goods
Paper
Inks etc.
Among the branded products of the Company are:
Synthetic Red Iron Oxide - Flooring Colours
Dry Cement Paint "CEMPLUS
Water based emulsion paint
ECOPLUS and Acrylic Distemper
23

Tata WallPlus Putty"
WallPlus Primer"
Flooring colors:
Flooring colors are consumer products, used for colouring the floors. The colours need to be
properly and carefully mixed with grey or white cement in a proportion, which would give the
desired shade- [Grey cement is recommended for deep shades and white cement for pastel
shades]. Moreover, to eliminate the occurrence of patches and also to produce a smooth and
uniform finish, the colorant and cement must be mixed in a dry state before adding water. The
mixture has to be applied by trowelling. A 24- hour gap has to be maintained before curing is
undertaken for setting.
Decorative Paints:
Dry cement Paint
34 shades of 'Cemplus' and 18 shades of 'Ecocem'.
Exterior Emulsion Paint
15 shades of 'Ecoplus'
Acrylic Distemper
'Ecoplus' in 19 shades
Wall Plus Putty
Wall Plus Primer
Enamel Paint (Wonder)
Interior Emulsion Paint


Facilities:
The adoption of Direct Red Precipitation-cum-Hydrolysis Process for production of synthetic red
iron oxide pigments and the upgradation of seed making technology for yellow iron oxide has
accorded Tata Pigments Ltd the status of state-of-the-art and eco-friendly plant in the country.
With the advancement of this technology, the company can match the internationally accepted
quality standards, and churn out products at competitive rates.

TPL sports the technically savvy Seed-making Facility comprising, Chiller, Cooling Tower,
High Speed Dispersers, large volume Air-generators and Heat Exchangers. Some of its features
are
24


Seven pigment generation tanks
A modern Agitated Nautche Filters
Spin Flash Dryer
Two Gas Fired Boilers
Raymond Mill
Blenders
Automatic- Form, Fill and Seal Machines for packing of Tata-Red
Filter-press
Ball Mill
Three slurry holding tanks
Magnetic iron-scrap handling facility
Vibrating screen
Magnetic separator for removing residual iron scrap fines from finished product







25





Chapter4
Data Analysis &
Interpretation






26


1) A. My job is appreciated



Inference: This graph shows that more than 50% of the officers and most of the supervisors
Agree that their job is appreciated, whereas some of them are not fully agreeable.










0
1
2
3
4
5
6
Agree Somewhat
Agree
Somewhat
Disagree
Disagree
officers
supervisors
27


B. I am provided with all resources to perform.



Inference: This graph shows that most of the supervisors and officers somewhat agree that
they are provided with all resources to perform their tasks.










0
1
2
3
4
5
6
Agree Somewhat
Agree
Somewhat
Disagree
Disagree
officers
supervisors
28


C. The Working conditions are good.



Inference: From the above graph it is clearly seen that 45% of the officers somewhat agree
that the working conditions are good but 58% of the supervisors agree to the good working
conditions.









0
0.5
1
1.5
2
2.5
3
3.5
4
4.5
5
Agree Somewhat
Agree
Somewhat
Disagree
Disagree
officers
supervisors
29


D. I feel stressed in my job.


Inference: It is seen that supervisors feel more stressed than the officers and they do need a
less burden of workload.











0
0.5
1
1.5
2
2.5
3
3.5
4
Agree Somewhat
Agree
Somewhat
Disagree
Disagree
officers
supervisors
30


E. I like my job.


Inference: This graph tells that the employees of the company are satisfied and contended with
the type of job they do. Still there are employees who dont like their job because of some reason
or the environment.








0
1
2
3
4
5
6
Agree Somewhat
Agree
Somewhat
Disagree
Disagree
officers
supervisors
31


2. I am recognized as an individual.


Inference: This graph shows that 60% of officers and the supervisors are not fully agreed to
that they are recognized as an individual but 40% also agree that they are given recognition as
individual.










0
1
2
3
4
5
6
Agree Somewhat
Agree
Somewhat
Disagree
Disagree
officers
supervisors
32


3. I get support and teamwork from other departments in the company.


Inference: This graph shows that 55% of the officers and 43% of the supervisors somewhat
agree that they are given support and teamwork from other departments in the company, whereas
10%-20% people disagree that they are not given support and teamwork.










0
1
2
3
4
5
6
Agree Somewhat
Agree
Somewhat
Disagree
Disagree
officers
supervisors
33


4. I understand the companys objective and try to achieve the same.


Inference: This graph shows that 72% of both officers & supervisors agree to understand the
companys objective and try to achieve the same and it also encapsulates their motivation &
dedication towards their company assigned work to them.










0
1
2
3
4
5
6
7
8
Agree Somewhat
Agree
Somewhat
Disagree
Disagree
officers
supervisors
34


5. The mission/ purpose of the company make me feel that my job is important.


Inference: This graph shows that 75% of the employees both officers & supervisors
understands their role towards the company and takes their job seriously and completes their
tasks with full consideration.









0
1
2
3
4
5
6
7
Agree Somewhat
Agree
Somewhat
Disagree
Disagree
officers
supervisors
35


6. The department formed with clear cut goals / tasks to be achieved by the team members.



Inference: This graph shows that the officers with 55% & supervisors with 42% agree to the
department formed with clear cut goals / tasks to be achieved by the team members, but it should
be tried to improve as 45% of the officers & 58% of supervisors does not fully agree.









0
1
2
3
4
5
6
Agree Somewhat
Agree
Somewhat
Disagree
Disagree
officers
supervisors
36


7. The reporting structure is very easy and clear between my superior & me.


Inference: This graph shows that clearly 50% of the officers agree & 50% dont agree
completely to the statement and also the 58% of the supervisors dont agree that the reporting
structure is very easy and clear between my superior & me.










0
0.5
1
1.5
2
2.5
3
3.5
4
4.5
5
Agree Somewhat
Agree
Somewhat
Disagree
Disagree
officers
supervisors
37


8. My senior encourages high achievement by reducing the fear of failure.


Inference: This graph shows that 55% of the officers agree that they are encouraged by their
seniors for high achievement, but 100% of the supervisors & 45% of the officers do not
completely agree to the above statement.










0
1
2
3
4
5
6
7
Agree Somewhat
Agree
Somewhat
Disagree
Disagree
officers
supervisors
38


9. My senior clearly defines my job responsibilities.


Inference: This graph shows that 45% of the officers agree & 45% of the officers somewhat
agree that their senior clearly defines their job responsibilities, 57% of the supervisors also agree
& 43% of them somewhat agree to the statement.










0
0.5
1
1.5
2
2.5
3
3.5
4
4.5
5
Agree Somewhat
Agree
Somewhat
Disagree
Disagree
officers
supervisors
39



10. My senior communicates to me the areas of improvement in my job.



Inference: This graph shows that 45% of the officers fully agree & 55% of them somewhat
agree that their senior communicates whereas 72% of the supervisors somewhat agree to the
above statement that their senior communicates to them the areas of improvement in their job.








0
1
2
3
4
5
6
Agree Somewhat
Agree
Somewhat
Disagree
Disagree
officers
supervisors
40

11. My senior is objective, in terms of tasks assigned and outcomes observed, while evaluating
my feedback.


Inference: This graph shows that 90% of the officers & 85% of the supervisors agrees to the
statement that their senior is objective, in terms of tasks assigned and outcomes observed, while
evaluating their feedback.









0
1
2
3
4
5
6
Agree Somewhat
Agree
Somewhat
Disagree
Disagree
officers
supervisors
41


12. My senior, or colleagues at work, seems to care about me as a person.


Inference: This graph shows that 45% of the officers & 72% of the supervisors agrees to the
statement that their senior, or colleagues at work, seems to care about them as a person in the
company.










0
0.5
1
1.5
2
2.5
3
3.5
4
4.5
5
Agree Somewhat
Agree
Somewhat
Disagree
Disagree
officers
supervisors
42

13. The company makes efforts to identify my strengths and weaknesses.


Inference: This graph shows that 72% of the officers and 58% of the supervisors somewhat
agree that the company makes efforts to identify my strengths and weaknesses.












0
1
2
3
4
5
6
7
8
Agree Somewhat
Agree
Somewhat
Disagree
Disagree
officers
supervisors
43


14. The organization views its employees as assets.


Inference: This graph shows that 55% of the officers & 57% of the supervisors agree to the
statement whereas 36% of officers & 43% of supervisors somewhat agree that the organization
views its employees as assets.










0
1
2
3
4
5
6
Agree Somewhat
Agree
Somewhat
Disagree
Disagree
officers
supervisors
44


15. I get an opportunity to do innovative things at work.


Inference: This graph shows that 63% of the officers somewhat disagree & 42% of the
supervisors agree & 58% of them somewhat agree that they get an opportunity to do innovative
things at work.










0
0.5
1
1.5
2
2.5
3
3.5
4
Agree Somewhat
Agree
Somewhat
Disagree
Disagree
officers
supervisors
45


16. My views and participation are valued.


Inference: This graph shows that 63% of the officers somewhat agree & 85% of the
supervisors agree that their views and participation are valued by the company and is also take in
a positive sense.










0
1
2
3
4
5
6
7
Agree Somewhat
Agree
Somewhat
Disagree
Disagree
officers
supervisors
46


17. In this organization the tasks performed by an individual is assessed with reference to ones
experience and expertise.


Inference: This graph shows that most of the officers 63% & 85% of the supervisors
somewhat agree that the company assess an individual by the tasks performed with reference to
ones experience and expertise.









0
1
2
3
4
5
6
7
Agree Somewhat
Agree
Somewhat
Disagree
Disagree
officers
supervisors
47


18. The organization structure facilitates teamwork, which enhances effective accomplishment of
tasks.


Inference: This graph shows that 55% of the officers agree & 57% of the supervisors
somewhat agree that the organization structure facilitates teamwork, which enhances effective
accomplishment of tasks.









0
1
2
3
4
5
6
Agree Somewhat
Agree
Somewhat
Disagree
Disagree
officers
supervisors
48


19. Management has created an open and comfortable work environment.


Inference: This graph shows that 55% of the officers somewhat disagree but 72% of the
supervisors agree that management has created an open and comfortable work environment.











0
1
2
3
4
5
6
Agree Somewhat
Agree
Somewhat
Disagree
Disagree
officers
supervisors
49


20. People who are hardworking and results oriented are praised and rewarded in this
organization.


Inference: This graph shows that there is a different opinion to the statement 72% officers
agree & 28% also disagree but the supervisors of 72% somewhat agree that those who are
hardworking and results oriented are praised and rewarded in the organization.









0
0.5
1
1.5
2
2.5
3
3.5
4
4.5
5
Agree Somewhat
Agree
Somewhat
Disagree
Disagree
officers
supervisors
50











Chapter 5
a) Findings
b) Suggestions
c) Conclusions








51

Findings
It can be found from the study, that there are a number of factors, which
influences on the job satisfaction of the employees, which are identified as given below:

The factors, which contribute to high satisfaction of the employees, are attitude towards
job, participative working conditions and relation with coworkers and nearly immediate
superiors.

Majority of respondents felt that their job provides them with an opportunity to develop
their personal skills, increase their marketability and advancement in the organization and
the scope for independent thinking and action.

The training programs are being conducted to motivate the staff in ethical and
principal values to improve the work culture at the TATA Pigments.

The management take necessary measures by co-operating with the employees in order
to improve the quality of work life.

In the industrial scenario, the organization is quite peaceful. Both the management and
union representatives are ready to solve the issues and demands in amicable atmosphere,
without hindering the production schedule.
52

Suggestions
Most of the employees their job to be routine and monotonous. Hence Job Rotation is
suggested so that the employees get an opportunity to improve their skills and find their
Job more satisfying.

There is scope for improvement in the performance appraisal technique being followed in
the organization as majority of the employees feel so.

Most of the employees do Not discuss their problems with their boss often so the
organization must create opportunities for the employees to interact with their boss
regularly.

It implies the shifting of employees from one job to another. So that monotony
and boredom are reduced. This can increase the skills, knowledge and interest of
the employees about the jobs,

It is suggested that redeployment to be considered in TATA Pigments to meet the
company requirements on day-to-day basis.







53

Conclusion

The analysis & interpretation of collected data gives various points, which should be considered
while evaluation of survey. The conclusion is drawn on the basis of the points which are as
follows:
Company is very specific about its goal and has created an awareness of its goal in maximum
employees.

The objective of the job is very much transparent to almost all the employees of the company
and it may be due to the awareness of companys goal, mission and vision.

Employees somewhat agree that the company encourages participating in setting its goal.

Employees emphasize on team-building and team-work.

The people at the work-place are very co-operative.

Employees mostly officers are delighted with the superiors care and concern in their dealings
with them.

Company create climate of high motivation, achievement and excellence.

The communication channel is remarkable but still requires improvement.

Employees put into words that their suggestions are considered in the decision made by their
seniors in achieving the Companys goal.

Company is successful in achieving the commitment of maximum employees which is very
essential for the company to progress and cope with its challenges.





54

BIBLIOGRAPHY
Books:-
1. Kothari C.R., Research Methodology, New Delhi; New Age International
Publication, second edition. 2008
2. Ashwathapa K., Human Resource Management (third edition), Tata Mc Graw Hill
Publication Company Ltd. 1989
3. Chhabra. , T. N. Human Resource Management, Dhanpat Rai $Co(P)Ltd. India,ninth
edition.
4. Monnapa Arun., Human Resource Management ,Tata Mc Graw Hill Publication
Company Ltd.
Journals:-
1. Business manager
2. GITAM Journal of Management
Websites-
www.tatappigments.com
www.wikipedia.com
www.scribd.com


55

Questionnaire
A) General Information (The following information will be used only for the purpose of
analysis and will not be shared with anyone)

Name-______________________
Age-______
Gender-
Mobile no.-__________________

Please tick the relevant boxes.

I. Total number of years in this organization:

Less than 1 year 1 5 years

6 - 10 years

11 - 15 years



II. Department:

B) For the questions that follow, please use the following scale to express the extent to which you
agree or disagree with the statement given in the questionnaire. Please tick:

Agree Somewhat Agree Somewhat Disagree Disagree
1 2 3 4

56

S.No. Statements 1 2 3 4
1) Please indicate your level of agreement with each of the following
statement:

a) My job is appreciated.
b) I am provided with all resources to perform.
c) The working conditions are good and safe.
d) I feel stressed in my job.
e) I like my job.

2) I am recognized as an individual.
3) I get support and teamwork from other departments in the
Company.

4) I understand the companys objective and try to achieve the same.
5) The mission/purpose of the company makes me feel that my job is
important.

6) The departments formed with clear-cut goals/tasks to be achieved
by the team members.

7) The reporting structure is very easy and clear between my superior
and me.

8) My senior encourages high achievement by reducing the fear of
failure.

9) My senior clearly defines my job responsibilities.
10) My senior communicates to me the areas of improvement in my
job.

11) My senior is objective, in terms of tasks assigned and outcomes
observed, while evaluating my feedback.

12) My senior, or colleagues at work, seems to care about me as a
person.

57

13) The company makes efforts to identify my strengths and
weaknesses.

14) The organization views its employees as assets.
15) I get an opportunity to do innovative things at work.
16) My views and participation are valued.
17) In this organization the tasks performed by an individual is assessed
with reference to ones experience and expertise.

18) The organization structure facilitates teamwork, which enhances
effective accomplishment of tasks.

19) Management has created an open and comfortable work
environment.

20) People who are hardworking and results oriented are praised and
rewarded in this organization.


Any suggestions: ________________________________________________________