Study On Employee Job Satisfaction With Special Reference To Non-Executive of CCL
Study On Employee Job Satisfaction With Special Reference To Non-Executive of CCL
On
Of
Session 2017-19
Enrolment no.-MB/17/37
MBA IV SEMESTER
DECLARATION
“I Anand vickey Barla do hereby declare that the project report submitted to the
Jharkhand Rai University.
Is the piece of research work carried out by me under the guidance of Mr. S Bakshi
and in supervision of Prof. ManbhajanSahu.
I further declare that the information has been collected from genuine & authentic
sources and I have not submitted this project report to this or any other
degree/diploma/certificate university or any other University.”
The present work is an effort to throw some light on " Study On employee job
satisfaction with Special reference to Non-Executive of CCL With deep sense
of gratitude i acknowledged the encouragement and guidance received by my
project guide "MR. S. Bakshi ",SeniorManager,HRD, his valuable guidance. He
has been a constant guiding force and source of illumination for me. He was very
generous in giving me this opportunity to work under shape. I would like to thank
him for his valuable advice and guidance.
Further I would thank all the staff members of HR division who have been very
courteous in providing all other information about company and its product.
I am also thankful to all the respondents who spared their valuable time for filling
up the questionnaire and helped me out with this project.
I convey my affection to all those people who helped and supported me during
course, for completion for my report project.
This to certify that the report of the project submitted is the outcome of the project
work entitled JOB SATISFACTION carried out by Anand vickey Barla bearing
Enrollment No. : MB/17/37 Carried by under my guidance and supervision for the
award of Degree in Master of Business Administration of Jharkhand Rai
University, Ranchi, Jharkhand.
_______________________
MR. S. Bakshi
Corporate Office
This to certify that the report of the project submitted is the outcome of the project
work entitled < Study On employee job satisfaction with Special reference to
Non-Executive of CCL > carried out by Anand vickey Barla bearing Roll
Enrolment No.: MB/17/37 Carried by under my guidance and supervision for the
award of Degree in Master of Business Administration of Jharkhand Rai
University, Ranchi, Jharkhand.
To the best of the my knowledge the report
i) Embodies the work of the candidate him/herself,
ii) Has duly been completed,
iii) Fulfils the requirement of the ordinance relating to the MBA degree of the
University and
iv) Is up to the desired standard for the purpose of which is submitted.
_______________________
(Signature of the Guide)
Table of Contents
Chapter Title
I Introduction
II Review of literature 1
II Research Methodology
Objective of the Study
Need of the Study
Research Plan
Data Collection
Sample Plan
Implication of the Study
Limitation of the Study
BIBLOGRAPHY
ANNEXURE
CHAPTER – I
INTRODUCTION
Brief history of coal in India
Coal mining in India began in 1774 when John Sumner and Suetonius Grant
Heatly of the EastIndia Company commenced commercial exploitation in
the Raniganj Coalfield along the Western bank of Damodar river. Growth
remained slow for nearly a century due to low demand. The introduction of steam
locomotives in 1853 boosted demand, and coal production rose to an annual
average of 1 million metric tons (1.1 million short tons). India produced
6.12 million metric tons (6.75 million short tons) of coal per year by 1900 and
18 million metric tons (20 million short tons) per year by 1920. Coal production
rose steadily over the next few decades, and was boosted by demand caused
by World War I. Production slumped in the interwar period, but rose to 30 million
metric tons (33 million short tons) by 1946 largely as a result of World War II.
In the regions of British India known as Bengal, Bihar and Odisha, the Kutch
Gurjar Kshatriyas pioneered Indian involvement in coal mining from 1894. They
broke the previous monopolies held by British and other Europeans, establishing
many collieries. Seth Khora Ramji Chawda of Sinugra was the first Indian to break
the British monopoly in the Jharia Coalfields. Other Indian communities followed
the example of the Kshatriyas in the Dhanbad-Jharia-Bokaro fields after the 1930s.
The Indira Gandhi administration nationalized coal mining in phases - coking coal
mines in 1971-72 and non-coking coal mines in 1973. With the enactment of
the Coal Mines (Nationalization) Act, 1973, all coal mines in India were
nationalized on 1 May 1973. This policy was reversed by the Narendra Modi
administration four decades later. In March 2015, the government permitted
private companies to mine coal for use in their own cement, steel, power or
aluminum plants. The Coking Coal Mines (Nationalization) Act, 1972 and the Coal
Mines (Nationalization) Act, 1973 were repealed on 8 January 2018. In the final
step toward denationalization, on 20 February 2018, the government permitted
private firms to enter the commercial coal mining industry. Under the new policy,
mines will be auctioned to the firm offering the highest per tonne price. The move
broke the monopoly over commercial mining that state-owned Coal India has
enjoyed since nationalization in 1973.
India has the fifth largest coal reserves in the world, and is the fourth largest
producer of coal in the world, producing 662.79 million metric tons
(730.60 million short tons) in 2016-17. As on 31 March 2017, India had
315.14 billion metric tons (347.38 billion short tons) of the resource. The estimated
total reserves of lignite coal as on 31 March 2017 was 44.70 billion metric tons
(49.27 billion short tons). Due to high demand and poor average quality, India is
forced to import high quality coal to meet the requirements of steel plants. India's
coal imports have risen from 49.79 million metric tons (0.05488 billion short tons)
in 2007-08 to 190.95 million metric tons (0.21049 billion short tons) in 2016-17.
India's coal exports rose from 1.63 million metric tons (1.80 million short tons) in
2007-08 to 2.44 million metric tons (2.69 million short tons) in 2012-13, but
subsequently declined to 1.77 million metric tons (1.95 million short tons) in 2016-
17. Dhanbad city is the largest coal producing city.
With the Government's national energy policy the near total national control of
coal mines in India took place in two stages in 1970s. The Coking Coal Mines
(Emergency Provisions) Act 1971 was promulgated by Government on 16 October
1971 under which except the captive mines of IISCO, TISCO, and DVC, the
Government of India took over the management of all 226 coking coal mines and
nationalized them on 1 May, 1972. Bharat Coking Coal Limited was thus born.
Further by promulgation of Coal Mines (Taking over of Management) Ordinance
1973 on 31 January 1973 the Central Government took over the management of all
711 non-coking coal mines. In the next phase of nationalization these mines were
nationalized with effect from 1 May 1973 and a public sector company named
Coal Mines Authority Limited (CMAL) was formed to manage these non coking
mines.
A formal holding company in the form of Coal India Limited was formed in
November 1975 to manage both the companies
Factors which led up to Nationalization of Coal Industry in India
Nationalization of coal industry in India in the early seventies was a fall out of two
related events. In the first instance it was the oil price shock, which led the country
to take up a close scrutiny of its energy options. A Fuel Policy Committee set up
for this purpose identified coal as the primary source of commercial energy.
Secondly, the much needed investment needed for growth of this sector was not
forthcoming with coal mining largely in the hands of private sector. The objectives
of Nationalization as conceived by late Mohan Kumaramangalam were;
Conservation of the scarce coal resource, particularly coking coal, of the country
by
The term job satisfaction was brought to lime light by hoppock (1935). He revived
35 studies on job satisfaction conducted prior to 1933 and observes that Job
satisfaction is combination of psychological, physiological and environmental
circumstances. That causes a person to say. ³I’msatisfied with my job´. Such a
description indicate the variety of variables that influence thesatisfaction of the
individual but tell us nothing about the nature of Job satisfaction.
Job satisfaction has been most aptly defined by pestonjee (1973) as a job,
management, personaladjustment & social requirement. Morse (1953) considers
Job satisfaction as dependent upon jobcontent, identification with the co., financial
& job status & priding group cohesivenessOne of the biggest preludes to the study
of job satisfaction was the Hawthorne study.
Thesestudies (1924-1933), primarily credited to Elton Mayo of the Harvard
Business School, sought tofind the effects of various conditions (most notably
illumination) on worker’s productivity.These studies ultimately showed that novel
changes in work conditions temporarily increase productivity (called the
Hawthorne Effect). It was later found that this increase resulted, not fromthe new
conditions, but from the knowledge of being observed.This finding provided strong
evidence that people work for purposes other than pay, which paved the way for
researchers to investigate other factors in job satisfaction.
Scientific management (aka Taylorism) also had a significant impact on the study
of jobsatisfaction. Frederick Winslow Taylor’s 1911 book, Principles of Scientific
Management,argued that there was a single best way to perform any given work
task. This book contributed toa change in industrial production philosophies,
causing a shift from skilled labor and piecework towards the more modern
approach of assembly lines and hourly wages.The initial use of scientific
management by industries greatly increased productivity becauseworkers were
forced to work at a faster pace. However, workers became exhausted
anddissatisfied, thus leaving researchers with new questions to answer regarding
job satisfaction.
It should also be noted that the work of W.L. Bryan, Walter Dill Scott, and Hugo
Munsterbergset the tone for Taylor’s work.Some argue that Maslow’s hierarchy of
needs theory, a motivation theory, laid the foundation for job satisfaction theory.
This theory explains that people seek to satisfy five specific needs in life ±
physiological needs, safety needs, social needs, self-esteem needs, and self-
actualization. Thismodel served as a good basis from which early researchers could
develop job satisfaction theories.
gives clear evidence that dissatisfied employees skip work more often and
more like toresign and satisfied worker likely to work longer with the organization.
Job satisfaction and occupational success are major factors in personal satisfaction,
self-respect,self-esteem, and self-development.
To the worker- job satisfaction brings a pleasurable emotionalstate that can often
leads to a positive work attitude. A satisfied worker is more likely to becreative,
flexible, innovative, and loyal.
For the organization- job satisfaction of its workers means a work force that is
motivatedand committed to high quality performance. Increased productivitythe
quantity and quality of output per hour worked- seems to be a byproduct of
improved quality of working life.
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 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.
Appreciating the significance of what one does can lead to satisfaction with
the work itself.
Qualities like these are valued by most organizations and often results in
recognition as well as in increased responsibilities and rewards.
This help to give meaning to one’s existence, thus playing avital role in
job satisfaction. Learn to de-stress. Plan to avoid burn out by developing healthy
stress management techniques.
Reasons why employees may not be completely satisfied with their jobs:
Research Methodology
Research Methodology
6) Analysis and interpretation: After the data had been collected we analyze
them with the help of various statistical measures. The different techniques are
adopted to analyze the data. All the data and material is arranged through internal
resources and the last part of the project consist of the conclusions drawn from the
report, a brief summery and recommendation are giving the final tough to the
report by setting a conclusion.
RESEARCH PLAN
PRIMARY SOURCES:
SAMPLE PLAN
SAMPLING METHOD:
Survey was done by QUESTIONNARE method.
SAMPLE AREA:
RANCHI
SAMPLE UNIT:
Officials and Employees of C.C.L
SAMPLE SIZE:
50
LIMITATION OF THE STUDY:
• As the sample size was small hence conclusion cannot be generalized.
• Unwillingness and inability of respondents to provide information.
• As the strength of the company is big it was not possible to draw sample from
each and every department.
Chapter iv
Data Analysis & Data Interpretation
INTERPRETATION OF THE SURVEY
GENDER WISE ANALYSIS OF THE RESPONDENTS
due to which we could not decipher the exact opinion of the Employees for most of
the questions.
The success of every organization depends on the employee is satisfied the most;
the performance will be up to the satisfactory level. Here the most of the
employees having satisfaction of their work.
After being a part of entire survey i.e. from preparation of questionnaire to the
preparation of final report, I was able to identify the benefits from the survey
conducted and also recognized some of the areas where Employees showed
dissatisfaction, which are as follows:
to them.
with the performance in line with roles and responsibilities and (32%) of the
employees are just satisfied.
ound that 76% of the employees have a good rapport with
their peers and friends inside the organization. But 24% of the employees fail to
have good relationship with their peers. This had an impact on team spirit.
RECOMMENDATION
After conducting a study on job satisfaction among the employees at CCL. I have
identified some facts based on questionnaire and interaction with them. This may
help the company to increase the satisfaction level of employees.
treatment to all.
mely promotion.
b satisfaction
-retirement benefits.
rocess.
nce of quarters.
Recognition of merit.
Employees views regarding Job Satisfaction –
Counselling.
is policy.
English language.
A : Personal Information:-
Name (optional) : _________________________
Age : Below 25 [ ] 25-35 [ ] 35-45 [ ] 45-55 [ ] Above 55[ ]
Gender : Male [ ] Female [ ]
Qualification : _________________________
Designation : _________________________
Working since : __________________________
Official address : Department -_____________, CCL, Ranchi
Contact no. (Optional):__________________________
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accomplishing the mission of CCL.
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I have the resources and infrastructure I need to do my job well.
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.
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views and raising concerns at work.
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.
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The environment at CCL supports a balance between work and personal life.
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my salary and benefits package.
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is organization.
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I have adequate opportunities for professional growth in CCL.
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d with the performance in line with your roles and
responsibilities?
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performance.
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Open-ended Questions:
What do you like best about working for this company?
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what areas of the company do you feel need improvement?
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is there anything else that you would like to share on the employee
satisfaction?
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