13-08-2012, 09:43 AM
A STUDY ON JOB SATISFACTION OF EMPLOYEES WITH SPECIAL REFERENCE TO BHILAI STEEL PLANT" BHILAI(C.G),
A STUDY ON JOB SATISFACTION.docx (Size: 213.41 KB / Downloads: 48)
INTRODUCTION TO STUDY
With the rapid growth in the Indian industry it has been seen that job satisfaction provided to employees has played an important role in the effectiveness & efficiency of the employees at work,In my project "A STUDY ON JOB SATISFACTION OF EMPLOYEES WITH SPECIAL REFERENCE TO BHILAI STEEL PLANT" BHILAI(C.G),I have tried to touch upon every job satisfaction activities which is beneficial both for employees & for the company.
The study of this project have been aimed at find out workmen-satisfaction,level of motivation,performance to analyze & maintain activities & for further improvement,so as to boost morale of the employees as well as to make easier to employees to attract & hire competent personnel which helps in building a positive image,growth & development of the organization.
In an overall study I have emphasized. " A STUDY ON JOB SATISFACTION OF EMPLOYEES WITH SPECIAL REFERENCE TO BHILAI STEEL PLANT" BHILAI.
Brief History of SAIL
About SAIL
Steel Authority of India Limited (SAIL) is the leading steel-making company in India. It is a fully integrated iron and steel maker, producing both basic and special steels for domestic construction, engineering, power, railway, automotive and defence industries and for sale in export markets.
Ranked amongst the top ten public sector companies in India in terms of turnover, SAIL manufactures and sells a broad range of steel products, including hot and cold rolled sheets and coils, galvanised sheets, electrical sheets, structural, railway products, plates, bars and rods, stainless steel and other alloy steels. SAIL produces iron and steel at four integrated plants and three special steel plants, located principally in the eastern and central regions of India and situated close to domestic sources of raw materials, including the Company's iron ore, limestone and dolomite mines.
SAIL's wide range of long and flat steel products are much in demand in the domestic as well as the international market. This vital responsibility is carried out by SAIL's own Central Marketing Organisation (CMO) and the International Trade Division. CMO encompasses a wide network of 38 branch offices and 47 stockyards located in major cities and towns throughout India.
With technical and managerial expertise and know-how in steel making gained over four decades, SAIL's Consultancy Division (SAILCON) at New Delhi offers services and consultancy to clients world-wide.
SAIL has a well-equipped Research and Development Centre for Iron and Steel (RDCIS) at Ranchi which helps to produce quality steel and develop new technologies for the steel industry. Besides, SAIL has its own in-house Centre for Engineering and Technology (CET), Management Training Institute (MTI) and Safety Organisation at Ranchi. Our captive mines are under the control of the Raw Materials Division in Calcutta. The Environment Management Division and Growth Division of SAIL operate from their headquarters in Calcutta. Almost all our plants and major units are ISO Certified.
About BSP
Bhilai Steel Plant is a flag ship unit of Steel Authority of India Limited. SAIL, a fully integrated iron and steel maker, produces both basic and special steels for domestic construction, engineering, power, railway, automotive and defense industries and for sale in export markets. In terms of annual production SAIL is the 18th largest steel producer in the world.
Living up to the confidence reposed by Honourable President of India (Fig. -1) SAIL created perhaps the biggest turnaround in the corporate history of India, led of course by BSP, which contributed to 60% of its profits.
MEANING OF JOB SATISFACTION
“Job-Satisfaction is the favorableness or unfavourableness with which employees view their work.”
Employees attitude , job satisfaction and industrial morale are often synonymously but they are no the same. A favorable attitude may contribute to job-satisfaction because job-satisfaction is the result of so many attitude.
Likewise job-satisfaction and morale do not carry the same meaning, though job satisfaction improves the employee morale. Job satisfaction may refer to a person or a group. An individual or a department may perform the job-satisfactorily or unsatisfactory.
Job-satisfaction may also apply to part of an individual job. The management may satisfied with the overall performance of one’s job but it may be dissatisfied with apart of his job say leave planning which may be defective.
Models of Job Satisfaction
• Affect Theory
Edwin A. Locke’s 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. 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 doesn’t 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 one’s 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.
• Two-Factor Theory (Motivator-Hygiene Theory)
Frederick Herzberg’s Two factor theory (also known as Motivation Hygiene Theory) attempts to explain satisfaction and motivation in the workplace This theory states that satisfaction and dissatisfaction are driven by different factors – motivation and hygiene factors, respectively. 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.
While Hertzberg's model has stimulated much research, researchers have been unable to reliably empirically prove the model, with Hackman & Oldham suggesting that Hertzberg's original formulation of the model may have been a methodological artifact. Finally, the model has been criticised in that it does not specify how motivating/hygiene factors are to be measured.
• 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)